What a fabulous CEdMA Spring Conference at Net App in April! Lots of positive comments came to us about our keynote speaker, Yu-Kai Chou, who stimulated our thinking about how games and gaming can manipulate behavior and learning beyond just earning points and badges. Great speakers, wonderful networking and friends, interesting ideas and suggestions, and lots of fun prevailed in our getting together to learn. Many thanks to all of our planners, speakers, panelists, and members who helped organize and make this such a success. We’ve also already been reviewing the valuable conference feedback and have started planning for the Fall Conference based on your suggestions. We are committed to continuing to improve and enhance!
Things changing this Season
Many of our colleagues have seen some excellent promotions and new opportunities open up. But we’ve also seen highly experienced folks get caught in restructuring and lay-offs. Let’s all keep our eyes and ears open for ways to help and encourage these folks. I’m not going to do call outs of particular names. However, I remind all of us that our members and the collegial nature of CEdMA keep our networks alive and working for us. We continue to see folks changing roles or companies by choice for new stimulation and challenges or from career disruption. CEdMA reach out works -- please be open to those who reach out to you.
Our new CEDMA Board members are hard at work on the next set of improvements planned for how we service members. This includes further enhancements and efficiencies being built into the web site, ensuring the tracking of member renewals and verifications of the Code of Conduct, creating a renewed campaign around using the membership tool kit, and assisting our friends in India in determining the viability of a CEdMA India group they want to start. Webinars, SIGs, Executive Council, and Survey enhancements are also underway.
Finally, I read two interesting articles recently regarding “change.” The thoughts I carried away with me are around “managing change” versus “leading change.”
Managing change in the workplace is a constant for all leaders. To remain relevant as a business you must regularly redefine your way of operating, your product/service offerings and the impact you have on your customers and broader community.
As you are leading change (big or small) see to it that these four elements are on your checklist of things to do!
- Build a Sense of Urgency
- Create a Clear Tomorrow
- Get People Involved at the Right Level
- Have Clear Actions and Expectations
From Inc.com, article by Chris Musselwhite:
To effectively lead change, you must recognize that the phenomenon of "change" does not need managing as much as do the people involved with it. …
. . .through increased awareness of your own and others' differing change styles and preferences, you can help your company do more than just handle change -- you can create an organization that lives it.
In the effort to help organizations recognize these differences, Discovery Learning Inc. has taken the aggregate results from 150,000 change-style assessments performed using the Change Style Indicator® and grouped people into three categories according to the way they deal with change: Conservers, Pragmatists and Originators.
The article goes on to describe the three categories of change styles and other outlying qualities. I recommend a read of each.
To me, each of these fundamental learnings applies whether we are looking for a job, in a new role, or applying change to an existing organization: the first dealing with the managing change process, the second as leaders identifying and motivating people.
In these blogs, I speak of change a lot – it’s because, as leaders of our particular Education function in tech companies, we are constantly in the middle of it. Have some fun with it this Season!
Jesse Finn, President, CEdMA
Vice President, Global Education and Learning, Marketo, Inc.