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In this post I focus on one point: selecting the right change ambassadors using Rogers’ innovation theory. The early adopters first take a critical look at the proposal before deciding whether it’s a good idea or not. The earlymajority eventually want to hook up with the new idea, but want some proof that it works before committing.
I''ve found this advice from authors Neil Smith and Patricia O''Connnell ( How Excellent Companies Avoid Dumb Things ) to be particularly helpful when it comes to corporate culture and changing behavior : Corporate culture is an interlocking series of expectations, rituals, and habits maintained by peer influence and rewarding adherence.
I''ve found this advice from authors Neil Smith and Patricia O''Connnell ( How Excellent Companies Avoid Dumb Things ) to be particularly helpful when it comes to corporate culture and changing behavior : Corporate culture is an interlocking series of expectations, rituals, and habits maintained by peer influence and rewarding adherence.
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