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	<title>methodology | Enclaria: Influence Change at Work</title>
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	<description>Equipping individuals and teams to influence organizational change</description>
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	<title>methodology | Enclaria: Influence Change at Work</title>
	<link>https://www.enclaria.com</link>
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		<title>Use logic modeling to check your assumptions</title>
		<link>https://www.enclaria.com/2010/02/13/use-logic-modeling-to-check-your-assumptions/</link>
					<comments>https://www.enclaria.com/2010/02/13/use-logic-modeling-to-check-your-assumptions/#respond</comments>
		
		<dc:creator><![CDATA[Heather Stagl]]></dc:creator>
		<pubDate>Sat, 13 Feb 2010 20:49:13 +0000</pubDate>
				<category><![CDATA[Change Management]]></category>
		<category><![CDATA[influence]]></category>
		<category><![CDATA[measurement]]></category>
		<category><![CDATA[methodology]]></category>
		<guid isPermaLink="false">http://www.enclaria.com/?p=2046</guid>

					<description><![CDATA[<p>Yesterday I attended a meeting of the Association for Strategic Planning Atlanta chapter.Â  The presenter was Tom Chapel, Chief Evaluation Officer for the Centers for Disease Control and Prevention.Â  His &#8230;</p>
<p>The post <a href="https://www.enclaria.com/2010/02/13/use-logic-modeling-to-check-your-assumptions/">Use logic modeling to check your assumptions</a> first appeared on <a href="https://www.enclaria.com">Enclaria: Influence Change at Work</a>.</p>]]></description>
		
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			<slash:comments>0</slash:comments>
		
		
		<post-id xmlns="com-wordpress:feed-additions:1">2046</post-id>	</item>
		<item>
		<title>Ten Essential Tools for Change Agents</title>
		<link>https://www.enclaria.com/2010/02/02/ten-essential-tools-for-change-agents/</link>
					<comments>https://www.enclaria.com/2010/02/02/ten-essential-tools-for-change-agents/#comments</comments>
		
		<dc:creator><![CDATA[Heather Stagl]]></dc:creator>
		<pubDate>Tue, 02 Feb 2010 12:50:33 +0000</pubDate>
				<category><![CDATA[Change Agents]]></category>
		<category><![CDATA[accountability]]></category>
		<category><![CDATA[change]]></category>
		<category><![CDATA[change agent]]></category>
		<category><![CDATA[communication]]></category>
		<category><![CDATA[incentives]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[list]]></category>
		<category><![CDATA[meetings]]></category>
		<category><![CDATA[methodology]]></category>
		<category><![CDATA[power]]></category>
		<category><![CDATA[roles]]></category>
		<guid isPermaLink="false">http://www.enclaria.com/?p=2024</guid>

					<description><![CDATA[<p>Change agents are individuals within organizations who influence change without having direct authority over people who are going through the change.Â  The following are ten things that effective change agents &#8230;</p>
<p>The post <a href="https://www.enclaria.com/2010/02/02/ten-essential-tools-for-change-agents/">Ten Essential Tools for Change Agents</a> first appeared on <a href="https://www.enclaria.com">Enclaria: Influence Change at Work</a>.</p>]]></description>
		
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			<slash:comments>1</slash:comments>
		
		
		<post-id xmlns="com-wordpress:feed-additions:1">2024</post-id>	</item>
		<item>
		<title>Pinpoint Communication Clinic</title>
		<link>https://www.enclaria.com/2009/08/27/pinpoint-communication-clinic/</link>
					<comments>https://www.enclaria.com/2009/08/27/pinpoint-communication-clinic/#respond</comments>
		
		<dc:creator><![CDATA[Heather Stagl]]></dc:creator>
		<pubDate>Thu, 27 Aug 2009 19:57:02 +0000</pubDate>
				<category><![CDATA[Change Management]]></category>
		<category><![CDATA[challenges]]></category>
		<category><![CDATA[communication]]></category>
		<category><![CDATA[methodology]]></category>
		<guid isPermaLink="false">http://www.enclaria.com/?p=1567</guid>

					<description><![CDATA[<p>For individuals who need to influence a broad audience to implement organizational change: Do you feel like your change communication is: Inconsistent? Overwhelming? Not Being Heard? Not Enough? Off Target? &#8230;</p>
<p>The post <a href="https://www.enclaria.com/2009/08/27/pinpoint-communication-clinic/">Pinpoint Communication Clinic</a> first appeared on <a href="https://www.enclaria.com">Enclaria: Influence Change at Work</a>.</p>]]></description>
		
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			<slash:comments>0</slash:comments>
		
		
		<post-id xmlns="com-wordpress:feed-additions:1">1567</post-id>	</item>
		<item>
		<title>The Dance of Change</title>
		<link>https://www.enclaria.com/2009/08/24/the-dance-of-change/</link>
					<comments>https://www.enclaria.com/2009/08/24/the-dance-of-change/#comments</comments>
		
		<dc:creator><![CDATA[Heather Stagl]]></dc:creator>
		<pubDate>Tue, 25 Aug 2009 03:38:55 +0000</pubDate>
				<category><![CDATA[Change Management]]></category>
		<category><![CDATA[alignment]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[methodology]]></category>
		<category><![CDATA[roles]]></category>
		<category><![CDATA[teamwork]]></category>
		<guid isPermaLink="false">http://www.enclaria.com/?p=1528</guid>

					<description><![CDATA[<p>I&#8217;ve been thinking about how despite our better intentions, changing organizations is never predictable, and doesn&#8217;t perfectly fit into a nice theoretical model the way we wish it would. As &#8230;</p>
<p>The post <a href="https://www.enclaria.com/2009/08/24/the-dance-of-change/">The Dance of Change</a> first appeared on <a href="https://www.enclaria.com">Enclaria: Influence Change at Work</a>.</p>]]></description>
		
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			<slash:comments>2</slash:comments>
		
		
		<post-id xmlns="com-wordpress:feed-additions:1">1528</post-id>	</item>
		<item>
		<title>Avoid Scattershot Change:  Plan Communication</title>
		<link>https://www.enclaria.com/2009/07/14/avoid-scattershot-change-plan-communication/</link>
					<comments>https://www.enclaria.com/2009/07/14/avoid-scattershot-change-plan-communication/#respond</comments>
		
		<dc:creator><![CDATA[Heather Stagl]]></dc:creator>
		<pubDate>Tue, 14 Jul 2009 14:21:38 +0000</pubDate>
				<category><![CDATA[Change Management]]></category>
		<category><![CDATA[challenges]]></category>
		<category><![CDATA[communication]]></category>
		<category><![CDATA[influence]]></category>
		<category><![CDATA[list]]></category>
		<category><![CDATA[methodology]]></category>
		<guid isPermaLink="false">http://www.enclaria.com/?p=1301</guid>

					<description><![CDATA[<p>No change initiative can occur successfully without proper organizational communication.Â  When communicating for change, messages are conveyed to audiences with the purposes of keeping people informed and mobilizing the organization.Â  &#8230;</p>
<p>The post <a href="https://www.enclaria.com/2009/07/14/avoid-scattershot-change-plan-communication/">Avoid Scattershot Change:  Plan Communication</a> first appeared on <a href="https://www.enclaria.com">Enclaria: Influence Change at Work</a>.</p>]]></description>
		
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			<slash:comments>0</slash:comments>
		
		
		<post-id xmlns="com-wordpress:feed-additions:1">1301</post-id>	</item>
		<item>
		<title>Planned obsolescence of change initiatives</title>
		<link>https://www.enclaria.com/2009/06/24/planned-obsolescence-of-change-initiatives/</link>
					<comments>https://www.enclaria.com/2009/06/24/planned-obsolescence-of-change-initiatives/#comments</comments>
		
		<dc:creator><![CDATA[Heather Stagl]]></dc:creator>
		<pubDate>Thu, 25 Jun 2009 01:57:42 +0000</pubDate>
				<category><![CDATA[Change Management]]></category>
		<category><![CDATA[case study]]></category>
		<category><![CDATA[employee engagement]]></category>
		<category><![CDATA[methodology]]></category>
		<guid isPermaLink="false">http://www.enclaria.com/?p=1265</guid>

					<description><![CDATA[<p>Sometimes, it can be hard to forget that the goal of any change initiative is to make itself obsolete.Â  You want the change to become part of the day-to-day culture &#8230;</p>
<p>The post <a href="https://www.enclaria.com/2009/06/24/planned-obsolescence-of-change-initiatives/">Planned obsolescence of change initiatives</a> first appeared on <a href="https://www.enclaria.com">Enclaria: Influence Change at Work</a>.</p>]]></description>
		
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			<slash:comments>1</slash:comments>
		
		
		<post-id xmlns="com-wordpress:feed-additions:1">1265</post-id>	</item>
		<item>
		<title>Three types of change management methods</title>
		<link>https://www.enclaria.com/2009/03/17/three-types-of-change-management-methods/</link>
					<comments>https://www.enclaria.com/2009/03/17/three-types-of-change-management-methods/#comments</comments>
		
		<dc:creator><![CDATA[Heather Stagl]]></dc:creator>
		<pubDate>Wed, 18 Mar 2009 03:15:58 +0000</pubDate>
				<category><![CDATA[Change Management]]></category>
		<category><![CDATA[methodology]]></category>
		<guid isPermaLink="false">http://www.enclaria.com/?p=898</guid>

					<description><![CDATA[<p>I was putting together examples of change management methods for a potential client and realized that there are really three types that have different applications: The first type is the &#8230;</p>
<p>The post <a href="https://www.enclaria.com/2009/03/17/three-types-of-change-management-methods/">Three types of change management methods</a> first appeared on <a href="https://www.enclaria.com">Enclaria: Influence Change at Work</a>.</p>]]></description>
		
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			<slash:comments>2</slash:comments>
		
		
		<post-id xmlns="com-wordpress:feed-additions:1">898</post-id>	</item>
		<item>
		<title>Remove barriers with Theory of Constraints</title>
		<link>https://www.enclaria.com/2008/12/23/remove-barriers-with-theory-of-constraints/</link>
					<comments>https://www.enclaria.com/2008/12/23/remove-barriers-with-theory-of-constraints/#respond</comments>
		
		<dc:creator><![CDATA[Heather Stagl]]></dc:creator>
		<pubDate>Wed, 24 Dec 2008 04:30:47 +0000</pubDate>
				<category><![CDATA[Change Management]]></category>
		<category><![CDATA[methodology]]></category>
		<guid isPermaLink="false">http://www.enclaria.com/?p=558</guid>

					<description><![CDATA[<p>The Theory of Constraints (TOC) is a model originally developed by Dr. Eli Goldratt and made famous in one of the most-read manufacturing books, The Goal.Â  Last week I attended &#8230;</p>
<p>The post <a href="https://www.enclaria.com/2008/12/23/remove-barriers-with-theory-of-constraints/">Remove barriers with Theory of Constraints</a> first appeared on <a href="https://www.enclaria.com">Enclaria: Influence Change at Work</a>.</p>]]></description>
		
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			<slash:comments>0</slash:comments>
		
		
		<post-id xmlns="com-wordpress:feed-additions:1">558</post-id>	</item>
		<item>
		<title>Template:  Setting expectations for key change roles</title>
		<link>https://www.enclaria.com/2008/09/24/template-setting-expectations-for-key-change-roles/</link>
					<comments>https://www.enclaria.com/2008/09/24/template-setting-expectations-for-key-change-roles/#respond</comments>
		
		<dc:creator><![CDATA[Heather Stagl]]></dc:creator>
		<pubDate>Wed, 24 Sep 2008 17:34:47 +0000</pubDate>
				<category><![CDATA[Change Agents]]></category>
		<category><![CDATA[influence]]></category>
		<category><![CDATA[methodology]]></category>
		<category><![CDATA[roles]]></category>
		<category><![CDATA[training]]></category>
		<guid isPermaLink="false">http://www.enclaria.com/?p=292</guid>

					<description><![CDATA[<p>One of the toughest parts of a change effort is to influence other people in the organization, especially managers, to speak and behave in ways that move the initiative forward. &#8230;</p>
<p>The post <a href="https://www.enclaria.com/2008/09/24/template-setting-expectations-for-key-change-roles/">Template:  Setting expectations for key change roles</a> first appeared on <a href="https://www.enclaria.com">Enclaria: Influence Change at Work</a>.</p>]]></description>
		
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			<slash:comments>0</slash:comments>
		
		
		<post-id xmlns="com-wordpress:feed-additions:1">292</post-id>	</item>
		<item>
		<title>Asset Based Community Development (ABCD)</title>
		<link>https://www.enclaria.com/2008/08/21/asset-based-community-development-abcd/</link>
					<comments>https://www.enclaria.com/2008/08/21/asset-based-community-development-abcd/#respond</comments>
		
		<dc:creator><![CDATA[Heather Stagl]]></dc:creator>
		<pubDate>Thu, 21 Aug 2008 19:41:50 +0000</pubDate>
				<category><![CDATA[Change Management]]></category>
		<category><![CDATA[methodology]]></category>
		<guid isPermaLink="false">http://www.enclaria.com/blog/?p=39</guid>

					<description><![CDATA[<p>Last weekend I attended a regular monthly meeting of the Organization Change Alliance, and listened to a presentation by the COO of the Atlanta Community Food Bank, Rob Johnson. Rob &#8230;</p>
<p>The post <a href="https://www.enclaria.com/2008/08/21/asset-based-community-development-abcd/">Asset Based Community Development (ABCD)</a> first appeared on <a href="https://www.enclaria.com">Enclaria: Influence Change at Work</a>.</p>]]></description>
		
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			<slash:comments>0</slash:comments>
		
		
		<post-id xmlns="com-wordpress:feed-additions:1">39</post-id>	</item>
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