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	<title>Change Whisperer - Gail Severini&#039;s Blog ©</title>
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		<title>Change Whisperer - Gail Severini&#039;s Blog ©</title>
		<link>http://gailseverini.wordpress.com</link>
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		<title>Innovating Project and Change Management to generate better results—Book Review</title>
		<link>http://gailseverini.wordpress.com/2012/01/26/innovating-project-and-change-management-to-generate-better-results-book-review/</link>
		<comments>http://gailseverini.wordpress.com/2012/01/26/innovating-project-and-change-management-to-generate-better-results-book-review/#comments</comments>
		<pubDate>Thu, 26 Jan 2012 18:27:55 +0000</pubDate>
		<dc:creator>Gail Severini ©</dc:creator>
				<category><![CDATA[- Change Execution]]></category>
		<category><![CDATA[- Organization Change Management]]></category>
		<category><![CDATA[- People Change Management]]></category>
		<category><![CDATA[- Project Management]]></category>
		<category><![CDATA[- Strategy Execution]]></category>
		<category><![CDATA[Change Management]]></category>
		<category><![CDATA[LinkedIn]]></category>
		<category><![CDATA[Projects]]></category>
		<category><![CDATA[ROI]]></category>
		<category><![CDATA[Transformation]]></category>

		<guid isPermaLink="false">http://gailseverini.wordpress.com/?p=1571</guid>
		<description><![CDATA[Few organizations have figured out how to do strategy execution well.  One of the enigmas of implementation continues to be the gap between project management and change management.  This post is a review of a new book that tackles this very challenge. The Next Evolution—Enhancing and Unifying Project and Change Management: The Emergence One Method [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=gailseverini.wordpress.com&amp;blog=7620432&amp;post=1571&amp;subd=gailseverini&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<slash:comments>2</slash:comments>
	
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		<title>Internal social media – engaging your organization – a status check (Part 2 of 2)</title>
		<link>http://gailseverini.wordpress.com/2012/01/21/internal-social-media-engaging-your-organization-a-status-check-part-2-of-2/</link>
		<comments>http://gailseverini.wordpress.com/2012/01/21/internal-social-media-engaging-your-organization-a-status-check-part-2-of-2/#comments</comments>
		<pubDate>Sat, 21 Jan 2012 16:36:49 +0000</pubDate>
		<dc:creator>Gail Severini ©</dc:creator>
				<category><![CDATA[- People Change Management]]></category>
		<category><![CDATA[- Organization Change Management]]></category>
		<category><![CDATA[- Innovation]]></category>
		<category><![CDATA[- Change Execution]]></category>
		<category><![CDATA[- Strategy Execution]]></category>
		<category><![CDATA[Resistance]]></category>
		<category><![CDATA[ROI]]></category>
		<category><![CDATA[Social Media]]></category>
		<category><![CDATA[Vision]]></category>
		<category><![CDATA[Change Management]]></category>
		<category><![CDATA[Commitment]]></category>

		<guid isPermaLink="false">http://gailseverini.wordpress.com/?p=1542</guid>
		<description><![CDATA[Are organizations leveraging internal social media today? According to media reports, internal social media is beginning to get traction: “As social networks increasingly dominate communications in private lives, businesses of all sizes — from tiny start-ups to midsize companies like Nikon to behemoths like Dell — are adopting them for the workplace.” (1) Many organizations [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=gailseverini.wordpress.com&amp;blog=7620432&amp;post=1542&amp;subd=gailseverini&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<slash:comments>1</slash:comments>
	
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		<title>Internal social media – engaging your organization – a status check (Part 1 of 2)</title>
		<link>http://gailseverini.wordpress.com/2012/01/12/internal-social-media-engaging-your-organization-a-status-check-part-1-of-2/</link>
		<comments>http://gailseverini.wordpress.com/2012/01/12/internal-social-media-engaging-your-organization-a-status-check-part-1-of-2/#comments</comments>
		<pubDate>Thu, 12 Jan 2012 19:20:58 +0000</pubDate>
		<dc:creator>Gail Severini ©</dc:creator>
				<category><![CDATA[- Change Execution]]></category>
		<category><![CDATA[- Innovation]]></category>
		<category><![CDATA[- Organization Change Management]]></category>
		<category><![CDATA[- People Change Management]]></category>
		<category><![CDATA[- Strategy Execution]]></category>
		<category><![CDATA[Change Management]]></category>
		<category><![CDATA[Commitment]]></category>
		<category><![CDATA[Resistance]]></category>
		<category><![CDATA[Strategy]]></category>
		<category><![CDATA[Vision]]></category>

		<guid isPermaLink="false">http://gailseverini.wordpress.com/?p=1534</guid>
		<description><![CDATA[What if our organization was energized? If everyone understood the vision and the strategy and contributed enthusiastically to moving us forward? How would we talk to each other?  Maybe it would look like the best of our meetings – agreeing and disagreeing, compromising, collaborating, loud, messy even, but always vibrant.  It seems to me that [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=gailseverini.wordpress.com&amp;blog=7620432&amp;post=1534&amp;subd=gailseverini&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<slash:comments>0</slash:comments>
	
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		<title>About this blog &#8211; 2012</title>
		<link>http://gailseverini.wordpress.com/2012/01/05/about-this-blog-2012/</link>
		<comments>http://gailseverini.wordpress.com/2012/01/05/about-this-blog-2012/#comments</comments>
		<pubDate>Thu, 05 Jan 2012 20:34:12 +0000</pubDate>
		<dc:creator>Gail Severini ©</dc:creator>
				<category><![CDATA[- About Us]]></category>
		<category><![CDATA[- Change Execution]]></category>
		<category><![CDATA[- Leadership]]></category>
		<category><![CDATA[- Organization Change Management]]></category>
		<category><![CDATA[- People Change Management]]></category>
		<category><![CDATA[- Strategy Execution]]></category>
		<category><![CDATA[Change Management]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[LinkedIn]]></category>
		<category><![CDATA[Strategy]]></category>
		<category><![CDATA[Transformation]]></category>

		<guid isPermaLink="false">http://gailseverini.wordpress.com/?p=1525</guid>
		<description><![CDATA[This is a blog about Strategy Execution, about implementing change and driving ROI to the bottom line. It is intended for: Boards of Directors and Leaders who wonder “what on earth happens to the great strategy that we pipe into the top of the organization?” Program, Project and Change Management practitioners trying to manage the [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=gailseverini.wordpress.com&amp;blog=7620432&amp;post=1525&amp;subd=gailseverini&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<slash:comments>0</slash:comments>
	
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		<item>
		<title>Insights in Change Management—Interview with James G. Bohn, Ph.D., Johnson Controls (Part 3 of 3)</title>
		<link>http://gailseverini.wordpress.com/2011/12/15/insights-in-change-management-interview-with-james-g-bohn-ph-d-johnson-controls-part-3-of-3/</link>
		<comments>http://gailseverini.wordpress.com/2011/12/15/insights-in-change-management-interview-with-james-g-bohn-ph-d-johnson-controls-part-3-of-3/#comments</comments>
		<pubDate>Thu, 15 Dec 2011 12:13:52 +0000</pubDate>
		<dc:creator>Gail Severini ©</dc:creator>
				<category><![CDATA[- Change Execution]]></category>
		<category><![CDATA[- Organization Change Management]]></category>
		<category><![CDATA[- People Change Management]]></category>
		<category><![CDATA[- Professional Development]]></category>
		<category><![CDATA[- Strategy Execution]]></category>
		<category><![CDATA[Change Management]]></category>
		<category><![CDATA[Consulting]]></category>
		<category><![CDATA[LinkedIn]]></category>
		<category><![CDATA[Management Consulting]]></category>
		<category><![CDATA[Organization Design]]></category>
		<category><![CDATA[Organization Development]]></category>

		<guid isPermaLink="false">http://gailseverini.wordpress.com/?p=1457</guid>
		<description><![CDATA[Who do you seek out when you are faced with something new? Someone who has done it before, of course. Leading and managing change is fraught with risk—nuanced, contextual, dynamic, and difficult to decipher. Judgment is acquired over time and experience. It is a rare opportunity to speak with a seasoned practitioner in change management [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=gailseverini.wordpress.com&amp;blog=7620432&amp;post=1457&amp;subd=gailseverini&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://gailseverini.wordpress.com/2011/12/15/insights-in-change-management-interview-with-james-g-bohn-ph-d-johnson-controls-part-3-of-3/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
	
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		<title>Insights in Change Management—Interview with James G. Bohn, Ph.D., Johnson Controls (Part 2 of 3)</title>
		<link>http://gailseverini.wordpress.com/2011/12/08/insights-in-change-management-interview-with-james-g-bohn-ph-d-johnson-controls-part-2-of-3/</link>
		<comments>http://gailseverini.wordpress.com/2011/12/08/insights-in-change-management-interview-with-james-g-bohn-ph-d-johnson-controls-part-2-of-3/#comments</comments>
		<pubDate>Thu, 08 Dec 2011 13:11:01 +0000</pubDate>
		<dc:creator>Gail Severini ©</dc:creator>
				<category><![CDATA[- Change Execution]]></category>
		<category><![CDATA[- Organization Change Management]]></category>
		<category><![CDATA[- People Change Management]]></category>
		<category><![CDATA[- Professional Development]]></category>
		<category><![CDATA[- Strategy Execution]]></category>
		<category><![CDATA[Change Management]]></category>
		<category><![CDATA[Consulting]]></category>
		<category><![CDATA[LinkedIn]]></category>
		<category><![CDATA[Management Consulting]]></category>
		<category><![CDATA[Organization Design]]></category>
		<category><![CDATA[Organization Development]]></category>

		<guid isPermaLink="false">http://gailseverini.wordpress.com/?p=1446</guid>
		<description><![CDATA[Change Management practitioners are in the fray of turning strategy into ROI. This often feels like nailing Jell-O on the wall but seasoned practitioners have insights that the rest of us can benefit from.   This is a continuation of the interview with James G. Bohn, Ph.D., Director Global Change Management Office, Johnson Controls. For Part [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=gailseverini.wordpress.com&amp;blog=7620432&amp;post=1446&amp;subd=gailseverini&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://gailseverini.wordpress.com/2011/12/08/insights-in-change-management-interview-with-james-g-bohn-ph-d-johnson-controls-part-2-of-3/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
	
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		<title>Insights in Change Management—Interview with James G. Bohn, Ph.D., Johnson Controls (Part 1 of 3)</title>
		<link>http://gailseverini.wordpress.com/2011/12/01/insights-in-change-management-interview-with-james-g-bohn-ph-d-johnson-controls-part-1-of-3/</link>
		<comments>http://gailseverini.wordpress.com/2011/12/01/insights-in-change-management-interview-with-james-g-bohn-ph-d-johnson-controls-part-1-of-3/#comments</comments>
		<pubDate>Thu, 01 Dec 2011 19:27:02 +0000</pubDate>
		<dc:creator>Gail Severini ©</dc:creator>
				<category><![CDATA[- Change Execution]]></category>
		<category><![CDATA[- Organization Change Management]]></category>
		<category><![CDATA[- People Change Management]]></category>
		<category><![CDATA[- Professional Development]]></category>
		<category><![CDATA[- Strategy Execution]]></category>
		<category><![CDATA[Change Management]]></category>
		<category><![CDATA[Consulting]]></category>
		<category><![CDATA[LinkedIn]]></category>
		<category><![CDATA[Management Consulting]]></category>
		<category><![CDATA[Organization Development]]></category>
		<category><![CDATA[Professional Development]]></category>

		<guid isPermaLink="false">http://gailseverini.wordpress.com/?p=1439</guid>
		<description><![CDATA[Who knows more about change management than practitioners in the trenches? These are professionals who are vested in helping organizations achieve the promises to the Board (the strategy, “the change”) and who have dedicated their careers to figuring out how to do this well. In this series, Insights in Change Management, we will hear the [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=gailseverini.wordpress.com&amp;blog=7620432&amp;post=1439&amp;subd=gailseverini&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://gailseverini.wordpress.com/2011/12/01/insights-in-change-management-interview-with-james-g-bohn-ph-d-johnson-controls-part-1-of-3/feed/</wfw:commentRss>
		<slash:comments>2</slash:comments>
	
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		<title>Change Management Conferences 2012</title>
		<link>http://gailseverini.wordpress.com/2011/11/17/change-management-conferences-2012/</link>
		<comments>http://gailseverini.wordpress.com/2011/11/17/change-management-conferences-2012/#comments</comments>
		<pubDate>Thu, 17 Nov 2011 13:50:08 +0000</pubDate>
		<dc:creator>Gail Severini ©</dc:creator>
				<category><![CDATA[- CM Resources]]></category>
		<category><![CDATA[- Innovation]]></category>
		<category><![CDATA[- Organization Change Management]]></category>
		<category><![CDATA[- Professional Development]]></category>
		<category><![CDATA[Change Management]]></category>
		<category><![CDATA[LinkedIn]]></category>
		<category><![CDATA[Professional Development]]></category>
		<category><![CDATA[Training]]></category>

		<guid isPermaLink="false">http://gailseverini.wordpress.com/?p=1418</guid>
		<description><![CDATA[There are great conferences every year on Change Management.  These are opportunities to immerse yourself in the strategic, organizational development and design as well as project management approaches to implementing change, and bringing people along responsibly and expeditiously. This is also where advancements in Change Management thinking are showcased.  No discipline is static and for [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=gailseverini.wordpress.com&amp;blog=7620432&amp;post=1418&amp;subd=gailseverini&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<slash:comments>1</slash:comments>
	
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		<title>Do some strategies require more of us than others? Changes That Matter</title>
		<link>http://gailseverini.wordpress.com/2011/11/05/do-some-strategies-require-more-of-us-than-others-changes-that-matter/</link>
		<comments>http://gailseverini.wordpress.com/2011/11/05/do-some-strategies-require-more-of-us-than-others-changes-that-matter/#comments</comments>
		<pubDate>Sat, 05 Nov 2011 16:47:02 +0000</pubDate>
		<dc:creator>Gail Severini ©</dc:creator>
				<category><![CDATA[- Innovation]]></category>
		<category><![CDATA[- Leadership]]></category>
		<category><![CDATA[- Personal Reflections]]></category>
		<category><![CDATA[- Strategy and Imperatives]]></category>
		<category><![CDATA[Change Management]]></category>
		<category><![CDATA[Changes That Matter]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[LinkedIn]]></category>

		<guid isPermaLink="false">http://gailseverini.wordpress.com/?p=1400</guid>
		<description><![CDATA[Do some of the strategies that we work on matter more than others? This is not to discount the importance of any strategy that an enterprise chooses to invest in.  However, as an example to make the case more directly:  when lives, livelihoods and quality of life are directly on the line, do these changes [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=gailseverini.wordpress.com&amp;blog=7620432&amp;post=1400&amp;subd=gailseverini&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://gailseverini.wordpress.com/2011/11/05/do-some-strategies-require-more-of-us-than-others-changes-that-matter/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
	
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		<title>Leaders: What is the single most powerful technique to build commitment (and defuse resistance) for your strategy?</title>
		<link>http://gailseverini.wordpress.com/2011/10/19/leaders-what-is-the-single-most-powerful-technique-to-build-commitment-and-defuse-resistance-for-your-strategy/</link>
		<comments>http://gailseverini.wordpress.com/2011/10/19/leaders-what-is-the-single-most-powerful-technique-to-build-commitment-and-defuse-resistance-for-your-strategy/#comments</comments>
		<pubDate>Wed, 19 Oct 2011 12:12:23 +0000</pubDate>
		<dc:creator>Gail Severini ©</dc:creator>
				<category><![CDATA[- Change Execution]]></category>
		<category><![CDATA[- Leadership]]></category>
		<category><![CDATA[- Organization Change Management]]></category>
		<category><![CDATA[- People Change Management]]></category>
		<category><![CDATA[- Strategy Execution]]></category>
		<category><![CDATA[Adoption]]></category>
		<category><![CDATA[Change Management]]></category>
		<category><![CDATA[Communication]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[LinkedIn]]></category>
		<category><![CDATA[Readiness]]></category>
		<category><![CDATA[Resistance]]></category>
		<category><![CDATA[Transformation]]></category>

		<guid isPermaLink="false">http://gailseverini.wordpress.com/?p=1394</guid>
		<description><![CDATA[A question.  Actually a conversation of questions and lots of listening. Why? Because it’s not what you know that will engage your people – it’s what they know. So, what do they “know”? What do they believe about this strategy / change initiative / project? If they trust you enough to be candid, you are [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=gailseverini.wordpress.com&amp;blog=7620432&amp;post=1394&amp;subd=gailseverini&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://gailseverini.wordpress.com/2011/10/19/leaders-what-is-the-single-most-powerful-technique-to-build-commitment-and-defuse-resistance-for-your-strategy/feed/</wfw:commentRss>
		<slash:comments>2</slash:comments>
	
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