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Continuous Improvement Success Formula
Established, since 1997, leading UK based training provider.
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Continuous Improvement

Continuous Improvement / Success Formula / Change Management

Continuous Improvement Cycle Questions

Question:
By what means can you condition the minds of every member of the team to act in harmony with the requirements of the success formula / continuous improvement cycle?

Answer:
Every day ask the members of your team the following Success Formula Questions and expect them to give you plausible answers.

What are the Change Management / Continuous-Improvement / Success Formula Questions?

Continuous Improvement Cycle Questions

Continuous Improvement

Clear Boxes

1. What is your major goal for this coming week (month, year...)?

2. What is your “detailed, written plans of action” that describe how you intend to achieve your goal?

3. In relation to achieving your goal and working on your plan, what are your top priority actions? Which is the very first action to take?

4. By what means are you gathering and verifying the feedback results?

5. What has been going well for you, lately?

6. What has not been going so well for you, lately?

7. In respect of what has not been going so well: what do you think we need to alter, adapt or change, in order to improve things and make the future better?

8. Going back to what is currently going well, what do you think we could do to make things even better than they are now?

Finished?

Now you've finished the steps, you can either print this page or email it to yourself and/or a delegate:


Send email

You may benefit from attending our personal development course.

Change Management / Continuous-Improvement / Success Formula Questions

Please memorise and then use these questions.
Condition the minds of every member of the team, to act in harmony with the success formula.

Your aim is to trigger success formula thoughts, feelings and actions. Then, successful results will inevitably follow.

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Continuous Improvement and Change Management Articles From Our Blog

  • How to Manage Rapid ChangeThumbnail

    How to Manage Rapid Change

    16 April 2024
    In a rapidly evolving society, managers must acknowledge and adapt to technological, political, and social changes. Embracing change is crucial for improvement, and refusing to adapt carries consequences, so change management is a vital skill.
    How to Manage Rapid Change The economy is changing at a rapid pace; technologically, politically and socially. Professionals and leader managers need to absorb this change. However, the sad truth is that people often associate negative emotions with change. Emotionally, people feel anxious, uncertain, and worried about change, and some try to resist it. But since change is inevitable, we must learn to embrace it; because only through change can...
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  • What are the Principles of Change Management?Thumbnail

    What are the Principles of Change Management?

    21 February 2023
    The eight principles of change management are a useful framework for understanding how to manage change effectively. By applying these principles, organisations can make progress towards their goals.
    What are the Principles of Change Management Change management is a critical process in any organization, as it helps to ensure that goals are met and that progress is made towards the achievement of objectives. The eight principles of change management are a useful framework for understanding how to manage change effectively. These principles include clear purpose, logical and creative planning, prioritized action, gathering feedback, adaptive change in response to nega...
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  • Is the Change Curve Model Real?Thumbnail

    Is the Change Curve Model Real?

    1 November 2022
    The Change Curve model was developed decades ago, to explain the grieving process. Is it appropriate to use it to describe organisational change or are there better models?
    Is the Change Curve Model Real? The Change Curve model is real, but it is usually taken out of context and applied to situations for which it is not designed to operate. The Change Curve is based on a model originally developed in the 1960s by Elisabeth Kubler-Ross as a psychological-medical way to explain the grieving process. It was not designed nor intended to be a model to describe organisational change. The Kubler-Ross Chan...
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Customer Reviews

Here are a selection of reviews for our training courses.

  • The course content was very informative. Incredibly useful even for my situation. The course wasn't 'too corporate' with the target audience of just average businessmen etc. The trainer's presentation was very good. Clear with excellent examples. Tailored to course members, felt like I could relate to the content.

  • The course was informative and thought-provoking. It gave a different perspective to previous training. Loved the priority order decision matrix. The trainer's presentation was clear and concise, easy to relate to.

  • I found that this training course was ideal for me. I could apply a lot of the examples to my work and look forward to trying them out. The trainer presented well, with good explanations and made it easy to understand.