Nathaniel Hawthorne s Young Goodman Brown - 945 Words

Many authors who write of religious, philosophical, or moral issues frequently use symbolism and allegory to spark the reader’s interest. This style of writing builds on the emotions of the reader. It creates a visual image making the story real and believable. In Nathaniel Hawthorne’s â€Å"Young Goodman Brown† these literary devices are used to bring emphasis to Brown’s struggle with his moral and spiritual beliefs. Goodman Brown is challenged with an important decision to keep his faith or follow the temptation of evil. Allegory and symbolism of the pink ribbons, Faith, the staff, and the woods are used by Hawthorne to create an allusion that the town’s people could not be corrupted by evil. The story â€Å"Young Goodman Brown,† in its entirety is an allegory, a literary device used to teach a religious lesson. The reader is lead to wonder if the story’s events truly took place or if it was simply a bad dream. The story leaves readers wondering why Goodman Brown feels compelled to journey into the forest. â€Å"Young Goodman Brown† begins with Faith’s plea for Brown to not leave her on that night. He chooses to go out into the woods and ends up taking a â€Å"walk with the devil.† On his journey, Brown struggles with his decision and at times wants to turn back. His conscious tugs at him, much like the devil tempts individuals to do things that are wrong and evil. Brown seems to be concerned with what others will think if they see him in the woods. When â€Å"Goodman Brown recognizedShow MoreRelatedNathaniel Hawthorne s Young Goodman Brown1543 Words   |  7 PagesIn Nathaniel Hawthorne s short story of Young Goodman Brown, the aut hor uses symbolism and allegories in order to showcase the Puritan faith as well as man s conflict between good and evil. This analysis will break down the techniques that the author uses to critique the puritan society and to show the difference between how people appear to be in society and the true colors that they are hidden inside of them. There has been a lot of great authors in our time, but none more interesting thanRead MoreNathaniel Hawthorne s Young Goodman Brown1065 Words   |  5 PagesWhen it comes to the topic of Nathaniel Hawthorne’s Young Goodman Brown, most of us will readily agree that duplicity is a major theme in the piece, or the idea of different versions of reality. Where this agreement usually ends, however, is on the question of whether Hawthorne is implying that man is inherently evil. Whereas some are convinced that Young Goodman Brown was good until tainted by the Devil, others maintain that he was evil from the beginning and was completely aware of the evil heRead MoreNathaniel Hawthorne s Young Goodman Brown905 Words   |  4 PagesThough Nathaniel Hawthorne is an author of many great works, his short story â€Å"Young Goodman Brown† still stays relevant because it has themes and subjects that are relatable in today s world. In the story â€Å"Young Goodman Brown,† Good man Brown leaves his wife Faith, to go into the woods near Salem to have a meeting with the devil. Appearance vs. reality is shown in â€Å"Young Goodman Brown† through the plot, the character of Goody Cloyse, and the symbol of the maple staff. The characterRead MoreNathaniel Hawthorne s Young Goodman Brown1312 Words   |  6 PagesWithin Nathaniel Hawthorne s short story Young Goodman Brown (p.317), Young Goodman Brown travels through a dark and mysterious forest late at night. Ignoring the pleas of his pure wife Faith, he ventures deep into the woods with many dangers around him, only to emerge in the morning a changed man with bewildered views on his own Puritan life and the Puritan community around him. At the cause for this change in mindset, the dream of an old man symbolizing the devil appears, showing him the communityRead MoreNathaniel Hawthorne s Young Goodman Brown Essay1274 Words   |  6 PagesIn Nathaniel Hawthorne’s â€Å"Young Goodman Brown,† the devil says, â€Å"Evil is the nature of mankind† (â€Å"Young† 627). Since Adam and Eve ate the forbidden fruit and attempted to hide conceal their sin from God, humans have tried to hide their sin from others. Although ever yone sin is human nature, everyone has a different reaction to sin. While some acknowledge sin, others ignore it. In Hawthorne’s other short story, â€Å"The Minister’s Black Veil,† Father Hooper wears a black veil to represent the sin heRead MoreNathaniel Hawthorne s Young Goodman Brown Essay1449 Words   |  6 Pages â€Å"Young Goodman Brown† is a short story that is filled with symbols and mystery. Nathaniel Hawthorne provides plenty forms of symbolism for readers to digest. Hawthorne displays strong faith as the greatest virtue for a man or woman, and when the faith is compromised, one can be filled with skepticism and uncertainty towards the rest of the world. The story begins as a conventional allegory, creating the expectation that the characters will be able to consistently display the abstractions they symbolizeRead MoreNathaniel Hawthorne s Young Goodman Brown1695 Words   |  7 Pagesstory, Young Goodman Brown, by Nathaniel Hawthorne is set in Puritan New England. Hawthorne uses symbolism, description, scenery, and Goodman’s journey to illustrate and symbolize the battle of good versus evil. In the first scene, we see how Young Goodman Brown leaves his wife, Faith, to start on his â€Å"evil† journey through the woods. Though Faith asks him to stay with her, he chooses to continue on even though he knows the evilness lies ahead. As the story continues, we see how Hawthorne uses FaithRead MoreNathaniel Hawthorne s Young Goodman Brown1492 Words   |  6 PagesIn Nathaniel Hawthorne’s short story of Young Goodman Brown, the author uses symbolism and allegories in order to showcase the Puritan faith as well as man’s conflict between good and evil. This analysis will breakdown the techniques that the author uses to critique the puritan society, and to show the difference between how people appear to be in society and the true colors that they are hidden inside of them. There has been a lot of great authors in our time, but none more interesting than NathanielRead MoreNathaniel Hawthorne s Young Goodman Brown2532 Words   |  11 PagesNathaniel Hawthorne’s short story, â€Å"Young Goodman Brown,† demonstrates how Goodman Brown leaves his wife, Faith, to do an errand within the woods with a man that is believed to be the devil. During the time period in which this took place, the 1620’s, many of the people from the village were practicing Puritanism. Puritanism is an intense practice of religion retrieved from Protestants, only removing its Catholic influence. When Goodman Brown entered the woods to meet the devil, he soon turned intoRead MoreNathaniel Hawthorne s Young Goodman Brown894 Words   |  4 Pagesread. In â€Å"Young Goodman Brown†, I found several romanticism characteristics to be in this story. One being, the emphasis on feelings and emotions. Nathaniel Hawthorne writes, â€Å"The cry of grief, rage, and terror was yet piercing through the night, when the unhappy husband held his breath for a response.† The cry of anguish and pain are very applicable to the protagonist idea in this story. Brown also expresses feeling when he doesn t want to leave his wife Faith, but he feels that it s his role to

Immigrants Face Challenges Caused By Social And Economic...

Immigrants face challenges caused by social and economic factors. Harsh economic conditions can cause them to adopt deviant behavior such as criminal activities. Social factors such as racism and discrimination provoke violence in immigrants as society refuses to accommodate them. They are as a result alienated from the society and find solace in violence. They are always hunted by the authorities who often put them in rehabilitation and correctional facilities. Mexican immigrants in U.S were prejudiced and exploited in workplaces because of their ethnic backgrounds. They were forced to live in secluded places with poor housing structures for safety purposes. They formed organizations to help fight for their rights which later turned to serious gangs. The gangs engaged in violence which forced the police to harass the immigrants. Many immigrants were sentenced and put in prison. In Always Running, Rodriguez in his memoir gives his historical background about his parents lack of em ployment. His father was a school principal while his mother was a secretary but neither of the parents could find jobs in their field of expertise in the United States .Unstable employment and discrimination forced his family to be always moving. (Rodriguez 4) The unemployment gap between blacks and whites rose making the jobless rate high among blacks. Unemployment continues to cripple the economy in the present society as industries continue to lay off workers due to economic recessions.Show MoreRelatedIt s Official Second Class Citizenship Goes Into Effect1693 Words   |  7 Pagesof Bill C-24, which stipulated dual citizens and people who immigrants to Canada can have their citizenship take away while other Canadians who born in Canada cannot. The second-class citizens can be mainly classified into three cases: new immigrants, multi-citizenship holders and the citizens who were not born in Canada. Immigrants land in Canada with dreams and hopes, but the â€Å"General Social Survey 2009 shows that one-fifth of them face discrimination in various situation once they arrived.† LabeledRead MoreImmigrant Families And The Parent Child Relationship Essay1445 Words   |  6 Pagesexamining immigrant families and the parent-child relationship. The population of first and second generation immigrant children in the United States grew by 51 percent between 1995 and 2014 (Child Trends, 2014, p. 3). According to the Migration Policy Institute, about 88 percent of immigrant children are born in the U.S (U.S. Census Bureau, 2014). While some immigrant children and their families are able to adjust to the United States smoothly, there is still a huge percentage of immigrant childrenRead MoreMexican American, Chinese American And Vietnamese American1519 Words   |  7 Pagesmajority of these immigrants come from the humblest sectors of their society on average they have only a few years of schooling or no schooling, limited urban job skills and little or no k nowledge of English. Immigrants to the United States are usually called first-generation Americans, regardless of their citizenship status, and their children second-generation Americans. The difference between the pervious generation and second generation is that pervious generation immigrants conflicted betweenRead MoreSurvival of Authoritarian Regime in Philippine and Malaysia1146 Words   |  5 Pagessupport from U.S (Slater, 2005). Regional factor South Asian countries traditionally pursue national security. Except Thailand, most of them were occupied or colonized before Cold War. They are new independent countries after WWII. Their primary goal is ensure national security through economic development. They emphasize on state sovereignty and territorial integrity. At that moment, their state capacity is weak. Many countries were facing challenge of dissidents (Slater, 2005). TerritorialRead MoreParental Power And Adult Authority1473 Words   |  6 Pagesby teaching their children to be obedient and show absolute respect for adult authority. They also control their children by clear rules, high standards, strict punishment, and little communication. The University of Texas at Austin’s School of Social Work found that many Hispanic children were at risk for anxiety, depression and suicide attempts (Calzada, Brajas-Gonzalez, Huang Brotman, 2015). â€Å"These rates increased over time and are reflective of the most common childhood mental health issuesRead MoreThe Second Largest Immigrant Group Coming Into The United States1378 Words   |  6 Pagessince the end of the Vietnam War; Vietnamese immigrants have become the sixth largest immigrant group coming into the United States. Due to factors such as persecution, and government upheaval during the mid-1970’s to the late 1990’s. With three major waves of refugees or immigrants comprise the majority of those coming into the country. With a small, steady flow between each major wave. Even though the first group did have advantages that other immigrant group would not have, they would still struggleRead MoreThe End Of The Vietnam War1380 Words   |  6 Pages since the end of the Vietnam war; Vietnamese immigrants have become the sixth largest immigration group coming in to the United States. Due to factors such as persecution, and government upheaval during the mid-1970’s to the late 1990’s. With three major waves of refugees, or immigrants comprise the majority of those coming in to the country. With a small steady flow between each major wave. Even though the first group did have advantages that other immigrant group would not have, they would still struggleRead MoreThe Migration of Mexicans into the United States of America1400 Words   |  6 Pagestruth only to a small degree. Mexicans have been making their way into to the United States for roughly 166 years now and even after all this time they continue to struggle in order to survive in this â€Å"Freeland.† From the high volume of crime to the economic issues in the country of Mexico, many Mexican citizens yearn for a better life than what their own country could provide. In effort to attain this higher standard of living they migrate to the United States. The struggles of Mexicans do not stopRead MorePolitical, Social And Economic Conditions Of Lebanon Essay1665 Words   |  7 PagesCountry Analysis In this country analysis report, the current political, social and economic conditions of Lebanon have been shaped by historical events that will be discussed. The paper will elaborate the historical factors and events from the last century. As well as the current situation will also be presented in this paper. The main argument of the paper will focus on the factors from history are impacting the current situation of Lebanon. Lebanon had a horrific history under the Ottoman ruleRead MoreInterview With Radhika Sanamvenkata, My Mom1470 Words   |  6 Pagesnegotiations in the war caused a turmoil in the civilians of Tamil Nadu. The Punjabi Civil War was affecting the central government which had an impact on local governments. The war between Pakistan and India was going through difficult battles and horrific fatalities. A social problem was that working women were looked down upon because even during the mid-nineties, there was a large segregation of women and men. The prime ministe r of New Zealand was Dame Jennifer Mary Shipley. A major social aspect at that

Trends in American Pop Culture Free Essays

Today in America, much of our lives is defined by popular culture. Traditions and patterns handed down from generations have been influenced by popular culture in society more today than of yesteryear. Trends are changing in regard to convenience, communication, and personal gain. We will write a custom essay sample on Trends in American Pop Culture or any similar topic only for you Order Now In this essay, I will speak on the trends of social, political, personal, and religious. When I think of social trends, I am reminded of the new technology that exists today. Technology has change the way we communicate forcing us to stay abreast on the latest version and gadgets to remain functioning actively. Computers and cellular telephones, once accessories, but are necessities today. The Internet is a tool that has changed the way we live when shopping, paying bills, even doing research. Gone are the days of land lines and pay phones. Those gadgets are replaced by cellular phones with text messaging capabilities that allow instant messages to be received faster than voice messaging. Electronic mail, also known as e-mail, whether used personally or in the workplace, has replaced postal bulk mail in some instances. Social networking websites of Twitter, Facebook, My Space, YouTube, and eHarmony are very popular today. Users of these sites can share a personal profile, make new friends, date online, post a video and daily messages. Also, Fortune 500 companies use the internet to advertise to increase sales and business. A popular trend in politics during the 2008 Presidential Election was voter registration. Many community websites drew subscribers to register to vote. Volunteers across the country supported their candidate of choice to get the message out to vote, by going door to door, holding community rallies, and voter drives. Also, celebrity endorsement in the election became a popular trend. Many celebrities did television commercials, and group songs in support of their candidate of choice based on their belief of important values. I believe both trends will continue in future elections as they proved to be key factor in winning votes. From the aspect of personal trends in American popular culture, tattoo and body piercing are the happenings. Both genders of young adults including celebrities, athletes, and singers are following this trend of displaying visual art and design on their body. Also, young adults are influenced today with rap and pop music, urban clothing lines, team sportswear, video games, and iPods. By way of education, online universities are offering classes to earn degrees. This trend is convenient for many working adults with families. While living in the digital age, the digital/video camera is a common personal item that is used to capture memories of special events that is recorded on digital video disc (DVD) to view with family members and friends. Also, movies are now recorded on DVD, while music is recorded on compact disc (CD). Lastly, I will speak on the religious aspect of popular culture in America. The Scientology and Kabbalah religion are popular among celebrities in Hollywood. In the catholic religion, not much has changed by way of traditions. However, there are reports of priest sexually abusing alter boys, that has resulted in convictions and various lawsuits against the Vatican. This action may be called a trend, but the abuse happened years ago that is now visible on the forefront in today’s society. In other religions, there are trends of many church leaders under scrutiny for using church funds for personal financial gain as they live lavish lifestyles. Some are also involved in sex scandals, committing adultery and accused of domestic violence. Some trends have spoiled us in becoming impatient for instant gratification, while forgetting the traditions handed down to us. American popular culture is exposed through the mass media every day in areas of social, political, personal, and religious. We are affixed to tuning in to hearing the latest to keep up with the happenings in American society to get us through the day, which is a trend in itself. References Wilson, J. R. , Wilson, S. R. (2001). Mass Media, Mass Culture, (5e). How to cite Trends in American Pop Culture, Papers

Analysis of Metroland Australia Ltd

Question: Analysis of Metroland Australia Ltd? Answer: Analysis of Metroland Australia Ltd Calculation of ratios: The following table shows the calculated ratios: (Amounts in $ in millions) Particulars 2013 2012 Short term solvency or liquidity ratios: Current assets 36,932.00 94,42,995.00 Current liabilities 2,32,737.00 120,92,740.00 Current ratio 0.1587 0.7809 Current assets - inventory 36,932.00 94,42,995.00 Current liabilities 2,32,737.00 120,92,740.00 Quick ratio 0.1587 0.7809 Efficiency ratios: Sales 2,054.00 1,11,902.00 Average debtors 67,822.00 89,28,284.00 Debtors turnover ratio 0.0303 0.0125 Cost of goods sold Average inventory Inventory turnover ratio #DIV/0! #DIV/0! Profitability ratios: Net profit (1,94,110.00) (4,30,277.00) Sales 2,054.00 1,11,902.00 Net loss -9450.34% -384.51% Net income (1,94,110.00) (4,30,277.00) Total assets 63,402.00 95,88,160.00 Return on assets -306.16% -4.49% Net income (1,94,110.00) (4,30,277.00) Shareholder's equity 13,36,957.50 55,24,555.00 Return on shareholder's equity -14.52% -7.79% Long term solvency or financing ratios: Total liabilities 2,32,737.00 120,92,740.00 Total equity (1,69,335.00) (25,04,580.00) Debt to equity ratio -137.44% -482.83% Total liabilities 2,32,737.00 120,92,740.00 Total assets 63,402.00 95,88,160.00 Debt to total assets 367.08% 126.12% Meaning of the ratios and ratio analysis: The following are the definitions of the various ratios: Liquidity ratios: Current ratio: Current ratio is the measure that tells us as to what extent the current assets are able to pay off the current liabilities of the company. It is arrived at by dividing the current assets by the current liabilities. The above ratio shows a decrease in it over the years. The main reason of the same could be increase in both the current assets and current liabilities. Efficiency ratios: Debtors turnover ratio: It is a measure through which the company estimates the number of times the company collects the balance in the accounts receivables account. It is arrived at by dividing the sales by the average of opening and closing accounts receivable. The graph above depicts the increase in the ratio and this could be due to the increase in the sales over the years. Quick ratio: Quick ratio shows the liquidity of the company. It is arrived at by subtracting inventory from the current assets and then dividing the same by the current liabilities. The graph above depicts the decrease in the ratio and this could be due to the decrease in the current assets and the current liabilities. Long term solvency or financing ratios: Debt equity ratio: It is a measure to ascertain the extent to which the equity as well as the liabilities of the company is used to finance its assets. It is derived by dividing the total liabilities by shareholders equity of the company. The graph above depicts a decrease in the ratio and the main reason could be the increase in the debt and increase in total equity. Also the same is in negative during both the years. Debt to total assets: This ratio tells us the amount of debt that has been used in order to finance the assets. The increase in the % shows that a higher amount of debt has been used for the financing of assets. Profitability: Profitability is the potential of a business to yield gain or profit. Profitability is measured by the profitability ratios like profit margin, return on assets ratio, and return on equity ratio. The graph above shows an increase in the ratio and the main reason for the same could be the decrease in the total liabilities and total assets. (ASX, 2015) Conclusion: It is not advisable to invest in the company since all the ratios have only deteriorate over the years and when an investor invests in the company, he wants a return but after calculating the ratios, it is quite improbable that the company will give out any income over the investment. References: www.asx.com.au, (2015). Annual report 2013. [Online] Available at: https://www.asx.com.au/asxpdf/20140318/pdf/42nggcv3yk4w5c.pdf [Accessed 20 Jan. 2015].

The Classical Period in Music History free essay sample

Presented by: Kevin Bad, Max Lee, George Ingram Presented to: Maam Chisel Morning Date: February 9, 2012 most famous composers of all time: Mozart, Beethoven and Haydn. The classical era spans roughly 80 years in music history during the 18th and 19th centuries and is often associated with the movement called the Age of Reason. It is defined by a return to symmetry and simplicity not only in music, but also in architecture and fine art. The excavation of Pompeii began in 1748, and the visible remains which were drawn and engraved became a template for the aesthetics of the time.The best known composers from the Classical period are Mozart, Beethoven and Haydn. Time Period Most musicologists mark the death of J. S. Bach in 1750 as the end of the Baroque era and the dawn of the Classical era. There are fewer consensuses on when it ended: some consider the death of Beethoven in 1827 to be the boundary line whilst others cite 1800 as the beginning of the Romantic era. We will write a custom essay sample on The Classical Period in Music History or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The Oxford Companion to Music marks the end of the Classical era as sometime between 1800 and 1830. Few disagree that there was an overlapping of classical and romantic ideals by the early 19th century. StyleThe style of music from the Classical Era is predominantly homophobic, consisting of a single melody line with accompaniment as opposed to the polyphonic style of the Baroque Era which weaves together a number of melodic lines. Composers of the Classical Era rejected the elaborate styles of the Baroque Era, which they considered self-indulgent and vulgar. They simplified harmonic structures, shortened musical phrases and applied symmetry that was often lacking in the music of their predecessors. The Classical Era also saw a shift to more instrumental genres, particularly the symphony and the string quartet.Form Great emphasis was placed on developing musical forms in the Classical era, the most important and overarching being sonata form. Sonata form consists of 3 clearly defined sections: the exposition (and introduction), the development section (a contrasting section in a d ifferent but related key) and the recapitulation (a return to the introductory material but remaining in the original key). Sonata form had a direct impact on the development of instrumental music types, particularly the symphony, concerto, sonata and string quartet. All of these types are still used by contemporary composers.Composers The Classical period produced fewer enduring composers than any other musical period from the sass onwards. The Emphasis on form was to have a lasting impact on musical composition but in its infancy it had a rather stifling effect on musical substance and expression. Although there were hundreds of successful and revered composers during that time, only three of them composed music which would truly stand the test of time. Main Characteristics It is mainly homophobic -? melody above choral accompaniment (but counterpoint is by no means forgotten, especially later in the period).Variety and contrast within a piece became more pronounced than before. Variety of keys, melodies, rhythms and dynamics (using crescendo, diminuendo and sporrans), along with frequent changes of mood and timbre were more commonplace in the Classical period than they had been in the Baroque. Melodies tended to be shorter than those of Baroque music, Ninth clear-cut phrases and clearly marked cadences. The Orchestra increased in size and range; the harpsichord continuo fell out of use, and the woodwind became a self-contained section.

Marketing Change Management How to Influence It [Backed By Science]

Marketing Change Management How to Influence It [Backed By Science] Something is broken. Maybe its your workflow. Maybe its how you collaborate across multiple teams. Maybe its knowing how the content you produce influences ROI. At , we  know  youd like help to get organized and to do that, you might need to pitch to your boss  and to your team. ^^^ So whatever snag youre hitting as you manage your marketing team, chances are something needs to change before it will get better. And the best person to influence  that change for the better is you. So the question becomes how can you do it? It takes some finesse with office relationships, psychology behind change management, and perseverance. Lets explore how you can be the marketing change management mastermind. ;) How To Influence Marketing Change Management [Backed By Science]Get Your Marketing Change Management Timeline Template Use the free spreadsheet that complements this blog post to plan your marketing change management strategy. Youll put everything youll learn throughout this post into a plan you can execute. Youll also get a marketing change management template in Word to help you communicate effectively with your manager, team, and stakeholders. Go ahead. Download fo free now! Step 1: Create The Business Case For Change Yeah, I know what you're thinking. Ugh. But. Creating a doc to have one version of the truth- a reference point for questions- will help you convince your manager and team that change is needed. There are three key points to address in your change management business case doc: #1. Show There Is Need For A Change You feel when you need a change. There is disorganization. There are poor results. There are missing pieces. The best way to prove the need for change is with cold hard facts and brutal honesty. It's impossible to argue against factual information  that informs your stakeholders why the change is necessary. There are a few ways to do this: Data Is what you're doing producing the results you expect? For example, you may be spending a lot of time on trivial projects that don't actually produce repeatable, measurable results. You could measure the hours  you and your team spend on those projects in an average week. Then multiply the time by each employee's hourly wage to understand how much money the company literally spends on projects that do not actually add anything to your bottom line. If you add up those dollar values and multiply by 52, you literally know how much money goes down the drain in a year. You can ask your team to track their time over the course of an average week using a tool like Toggl. Then use the Time Tracking  tab in your change management template spreadsheet that complements this blog post to track the  time + spend on tasks: Think about how much time you spend: Switching in and out of tools not designed for the specific purpose you're using them for. Making edits to  content that won't actually make a difference in the end results it will produce (shooting for perfection is extremely expensive). Getting approval after you create content (then reworking nearly everything). With very simple math, you can demonstrate how expensive these activities are, thus showing the need for change. Pro Tip: You can also use this method to show what you could be doing with your time that would generate bigger results. So, let's say you find that  logging in and out of multiple tools + disorganization sucks up 4 hours of your week. Is that the same amount of time it would take you to write a blog post? There is proof: When we find a tool that is designed to help  my team be more productive, we will write more blog posts which are proven to help us grow the business. Another data example involves analyzing the success  of your best-performing content. What if you focused more time  shipping new projects that are similar to your existing top-performers? From experience, I can tell you that you don't need to publish more content,  but the same amount of the right content. And you could boost your results by 9,360%. No joke. Here is how to calculate this quickly, but read this for an exhaustive, in-depth guide: Set up goal tracking in Google Analytics and create a custom report to easily view the content that contributes to those goals. Here are in-depth instructions to help you do this in 5 minutes or less. Create a list of the last 30 pieces you published  that are at least 30 days old. Use the Content Grading tab in your change management template to do this. Write down the amount each piece has contributed to your goal by using the Google Analytics custom report. To make this an even fight for each piece, I like to collect data from the first 30 days after publish, so every piece has an equal amount of time to contribute to your goal. Sort your content  by your goal, peruse through those top-performing pieces, and write down the qualities you see repeated over and over. For example, at , the qualities we saw repeated over and over again were an interesting topic, well-researched and factual, comprehensive + actionable, keyword-driven, and optimized to convert traffic into email subscribers. Find the average goal contribution from every piece in your sample. If you continue status quo, this  is what you will continue to produce. Then  find the average contribution from your top 10 pieces. It's way higher, right!? Now you know if you publish the same amount of content, and simply match the qualities from your top-performers, you will boost your results. ^^^ And there you have it. Proof that you need to pivot to increase your team's performance. Examples where this method may work best for demonstrating the need for change: You don't currently have a way to measure how what you're doing is working. You  hypothesize  that doing more (or less) of something will produce better results. Bureaucracy has you doing the same old thing because... "We've always done it this way." You want to create new content initiatives and need to prove that they'd be well worth your time. Examples You might not have content that exists to help you prove you need to do more of what's already working. That's where examples come into play. Examples are also proof, or evidence, of a need for change. You can: Demonstrate a broken internal process by showing the inefficiencies of your current workflow. Again, inefficiency is expensive, and you could back this up with numbers using the process above. Examples: Workflows, approval processes, collaborating across multiple teams. Show an interesting use case with the new marketing idea from any other company. Then connect the dots to how you could do it for your business. Researching the data behind this makes your change management business case that much stronger. Example: You believe a blog would be great for your business, but you know there will be some resistance. Find examples of successful businesses that have built their credibility with a blog and are now multi-million dollar enterprises. Show how your competition is doing something amazing, but you don't have a presence in that area. This appeals to the fear of missing out, or FOMO. Example: You  know  your audience uses Instagram and would like to have a presence, but you're hitting some resistance. Find  examples of your competition engaging with your audience on that channel as proof that your audience indeed uses that network to communicate with brands they love. Industry Trends If there is one thing that's constant, it's change. Especially in the marketing industry: New technology, new channels, and new ideas are ever-evolving. This is similar to examples, but you can: Cite credible industry publications that cover new changes. Look for the why behind this: Why should you use the new tool, social media channel, or new content idea? Look for case studies that demonstrate the value of the trend. Has anyone (even outside of your niche) published a piece that shows percentage increases or demonstrates what you'll get out of the new idea? You'll note, I led this section with more  examples of finding your own real data to prove why you need to change. Using your data as much as possible builds the strongest case for the change you'd like to implement. It's hard to argue with your facts versus how others have been successful. #2.  Show How You Will Thrive After The Change You've  shown evidence that suggests change is necessary. Now it's time to demonstrate the benefits behind making the change. An easy way to think about this, is with a simple framework: When  we {do this}, we will {get this}. Note when there. When demonstrates an inevitability whereas if is only possible. Let's look at an example here, using examples and data to prove the need for change + backing up how implementing that change will help you produce bigger results. The example is a broken process. I hear from marketing supervisors all the time that disorganized process and "herding cats" sucks the most time away from their days, preventing them from focusing on the strategic work that would generate bigger results. To prove the need for change, you: Lay out the example of what the existing workflow looks like. Leave no stone unturned: Every step, every person involved, every tool, every point of communication, and especially the parts that are broken. For you, this could be writing a white paper. The workflow  involves: Email: Gather the idea from the sales manager. Email: Determine who the subject matter expert is with the sales manager. Meeting: Interview  with the sales team member who is a subject matter expert on the topic to gather the story. Email: Hound the sales team member to provide  stats + facts to support the claims you'll make in the white paper. Google Docs: Write the "What's in it for me?" and outline. Email: Peer review the outline with the subject matter expert. Google Docs: Write the first draft. Email: Gather feedback on the first draft from the subject matter expert. Google Docs: Implement the feedback from the subject matter expert into the white paper. Email: Gather further feedback from the subject matter expert. InDesign: Design the white paper. Email: Gather further feedback from the subject matter expert. InDesign: Implement changes from subject matter expert. Email: Get approval from the sales manager. InDesign: Implement changes from sales manager. Email: Get approval from your manager. InDesign: Implement changes from your manager. Email: Give final draft to sales manager and your manager to distribute to internal staff. ^^ If that even looks remotely like your workflow, there is definitely a better way. Recommended Reading: How to Boost a Marketing Workflow Process That Will Reduce Work By 30-50% By showing something like this, you demonstrate the problem. Now you can show off the solution. When we cut several unnecessary approval steps, we will save my team 5  hours of productivity time every week. That's the same amount of time it takes to write a brand new white paper, which is proven to generate 150 marketing qualified leads when we write it like our top-performing white papers. Therefore, when  we don't change, we are literally wasting time on a broken process rather than focusing our time on generating bigger results. Here's how. Weekly Meeting: Gather the story  from the sales manager and subject matter expert with clear action items for sales to provide stats on time saved from our solution + percentage increase on their desired goal by the end of the week. Google Docs (integrated into ): Write the "What's in it for me?" and outline. : Peer review the outline with the subject matter expert. Google Docs: Write the first draft. : Gather feedback on the first draft from the subject matter expert. InDesign: Design the white paper. : Get approval from the sales manager + your manager. InDesign: Implement changes from sales manager + your manager. : Give final draft to sales manager and your manager to distribute to internal staff. ^^^ You just literally cut the amount of work in half, not to mention eliminating endless email strings that are super easy to miss. Cut your work in half and eliminate endless email strings.Now you can track how long it would take for each step from the existing process and subtract the time saved from your new process. So all 18 tasks minus the 9 you removed would be the equivalent of 5 hours in this example. This doesn't even take into account the feeling of being organized, which everyone involved in the process will also love! #3. Show The Roadmap To Get There It's one thing to know what you need to do. Now you need to lay out the plan to implement the change. Humans are naturally adverse to change, so the odds are this will not happen over night. In fact, if you've been following an old process for a long period of time, it may take up to 21 days to help your team members build new  habits. Therefore, your roadmap to onboard your team members to learn this new behavior should span several weeks. In this time period, you will want to literally  lay out your game plan schedule of what you'll do to  make the change stick. Pre-rollout: Gather the data, examples, and industry trends demonstrating the need for change. Pre-rollout: Create your timeline for implementing the change. Pre-rollout: Script the questions, roadblocks, and objections that have potential to mitigate change. Pre-rollout: Discuss the forces driving change, timeline, and scripts with your manager. Day 1:  All hands kickoff meeting. Your itinerary should cover the three things you've been learning about: The problem (what's wrong), the solution  (why this change is necessary now), and the roadmap you're creating at this moment. You should also leave time for questions + answers (more on this to come). Day 2: Implement your team's initial feedback into the new solution. Day 3: Show  your team that you took their advice and enhanced the new solution. Day 4: Remind your team to use the new solution. Day 5: Retro and iterate. Weekend Day 8: Ask your team informally how things are going. Instant message could work well. This  reminds  everyone (especially your most quiet team members) that they have a voice in the change process. Day 9: Implement the feedback into your process, and remind the team to use it and not retrogress to old behavior. Day 10: Day 11: Day 12:  Retro and iterate. Weekend Day 15: Again, ask your team informally how things are going, and look for feedback. Day 16:  Implement the feedback into your process, and remind the team to use it and not retrogress to old behavior. Day 17: Day 18: Day 19:  Retro and iterate. Weekend You can map out your game plan in , too, using  a Marketing Project. When you decide to use , everyone will see everything you're working on in one place... so why not add this into , too? ;) Step 2: Be Prepared + Proactive For Any Situation Bill Walsh was the head coach of the San Francisco 49ers, and helped turn a losing football team into one of the best, winning three Super Bowls. ^^ Talk about change management. Walsh is known for planning  his plays for every scenario. He carefully planned exactly what play would work for specific situations like being 30 yards from the end zone with only 5 seconds on the clock. He's known for having planned the first several  plays of the game whether the 49ers were kicking or receiving. In short, Bill Walsh  planned his work, then worked his plan. He called this practice scripting. And it's a great  framework you can apply to your change management, too: Scripting allowed me to take randomness and stress out of the decision-making process. The result is a very adaptable but intelligent  plan for the future. - Bill Walsh Anticipate Questions Uncertainty avoidance is the psychological term used to describe a specific society's tolerance for ambiguity. While this term is generally used to describe  larger cultures as a whole, your team and business have a culture within them, too. And the main idea here is that people like process, rules, and the same-old-same-old because it's familiar, easy to remember, and they already have habits that literally help them do the work with less thought and effort than taking on something new. Knowing this, you can plan on the questions your team will ask as you make the change. This is your script for an FAQ (or frequently asked questions) for your team. Simply take 30 minutes to brainstorm all of the questions your team may ask, then write down the answers: Why this change? Why now? What do you expect from me now? How will we collaborate now? What aren't we doing anymore? What new things are we doing? How should I voice my feedback? The point here is to think through the most common questions you can realistically expect your team and stakeholders to ask you, so you have all the answers prepared in advance. You can use the change management Word doc template that complements this blog post to help you get started. Recommended Reading: The Best 30 Minute Content Marketing Brainstorming Process Anticipate Roadblocks Again, change is often difficult for people to accept. Most people are satisfied with status quo, in other words, doing exactly what they're doing now. Back in 1947, psychologist Kurt Lewin researched this phenomenon and came up with the force field analysis. Essentially, there are forces driving change while other forces restrain change, which makes it most comfortable for people to stay in the status quo. You are the force driving change within your organization. So you should prepare for how you'll address  the forces resisting change: How will you phase out old, outdated tools you no longer need to use? What does the timeline look like? How will you onboard your team members to use the new tools as you expect?  What does the timeline look like? How do you take into account everything else on your team's plate and the time it takes to learn new skills (100 hours per person)? What will you do if a team member does not adopt the new process from the get-go? What will you do if a team member tries the new process for a day, then regresses to their former behavior? How will you handle team members who actively fight against the new process and try to get other team members on their side? How will you agilely  learn from your success and mistakes as your team implements change? Like your FAQ, think through and script  the answers to these questions. When- or if- the situation arises, you've planned exactly how to get your change strategy back on track. Here's how to keep your #marketing change management strategy on track.Anticipate  Objections Your own team may fight for the status quo without really knowing why. This could be a force resisting change, or  once again, a few more scenarios to script for: I don't think this will work. I don't like the new process. This is taking even more time than before the change. We can't remove those steps from our workflow because of {insert excuse}. Change  is an emotional beast. The best thing to do, according to change management pros, is to address these concerns with factual evidence backing up the need for change. Step 3: Get Your Manager On Board Those same change management pros suggest change is best instituted from the top-down. Change is best instituted from the top-down.So once you have your game plan, it's probably time to loop in your manager to get her on the same page as you (and to have your back if the forces of resistance  get in the way of the forces driving change). Set up an hourlong meeting your manager with the following agenda: 10  minutes: Explain the existing problem. 10 minutes: Show the evidence that the problem is a big one. 10 minutes: Show the  roadmap  you'll use to implement the change. 10 minutes: Show your proactive planning to address the forces of resistance. 10 minutes: Chat through how you'll communicate the change with your team (and get their feedback), next steps, concerns, and when you will roll out the change. 10 minutes: Lay out your action items to work through after the meeting is over. ^^^ Those sections might feel  a little long, but the point is for this to be a working meeting. Let your manager ask questions throughout, and show up ready to take notes so you can improve your marketing change management strategy based on her feedback. What If Your Manager Doesn't Like The Suggested Change? This is where  you can use questions as a framework to understand how you can improve your pitch (or at least understand what the heck your manager is thinking): Why {do you believe that}? How {might you suggest I do that}? If you're way off, schedule a second meeting with your manager (with the same agenda) to show her how you  took her advice and will implement it in your strategy. Recommended Reading: 30 Marketing Plan Samples And Everything You Need to Include In Your Strategy Step 4: Involve The Team Early On No one really likes to be told what to do. On the other hand, involving your team members early and helping them help you make the change decisions makes them feel like they made them in the first place. In their book, Sprint: How To Solve Big Problems And Test New Ideas In Just Five Days, authors Jake Knapp, John Zeratsky, and Braden Kowitz suggest: By asking people for their input early in the process, you help them feel invested in the outcome. Later, when you begin executing your successful solutions, the experts you brought in will probably be among your biggest supporters. So... how can you involve  your team + stakeholders early on? Host A Process Change Kickoff Meeting With Everyone Involved In The Change You pretty much have the itinerary from the chat with your manager (but make a couple optimizations  here): 10  minutes: Explain the existing problem. 10 minutes: Show the evidence that the problem is a big one. 10 minutes: Show the  roadmap  you'll use to implement the change. 20 minutes:  Give your team the chance to provide feedback right now, but also give them some time afterward to let the ideas percolate. This gives your quiet folks the chance to digest the information and provide thoughtful insight afterward. Beware of the psychological principle of conformity (and keep your loud team members in check). 10 minutes: Lay out your action items to work through after the meeting is over. ^^^ You have all of that documented in your marketing change management template. Recommended Reading: 21+ Marketing Templates That Will Make You More Efficient And Organized Provide Time To Think Through Feedback Give your team a deadline to provide their feedback and provide the method to do it (email, instant message, etc.). You can plan this into your change management roadmap. If anything, this keeps the process moving forward (and on a schedule) so you can fix what's broken quickly. Incorporate Feedback Into Your Change Management Process When you ask for feedback, you take it. That said, not all feedback will improve the plan. The point is to literally help your team know and understand you are listening to them, that their thoughts are valuable, and you understand they will be the major players  implementing the change. So change the roadmap as needed and clearly communicate you heard every idea and implemented many, but it just wasn't possible to include everything they requested. Retro On What's Working, What's Not, And What You Could Improve I'm borrowing this from agile product management practices. Every Friday, the marketing team at retros on the week, asking three questions: What went well? What should we continue doing? What went wrong? What should we stop doing? What could we improve? Retros like this are great for gathering feedback from your team as you change their processes. I'd suggest hosting 15-minute retro meetings every week within your first 21 days specifically to discuss the change you're implementing to learn from your mistakes (and successes). As feedback rolls in, you can use all of the work you put into writing scripts to great use! Recommended Listening: How to Get Extremely Organized With Agile Marketing With Jeff Julian From Enterprise Marketer Step 5: Break Through The Resistance To Change Change of any kind requires breaking existing habits. And that is really difficult... because humans literally need habits to not think through the nitty-gritty details of everything in their lives (we would all go crazy). So, to influence the right behavior, the most important thing to do is to over-communicate with your team as they undergo change. As Bill Walsh said: We did the same drills over and over again; I said essentially the same thing over and over, discussed the same information, concepts, and principles over and over. Gradually, my teaching stuck. If it starts to become a joke that your team knows exactly what you're going to say next... you've done well. So plan your communication touch points in your change management timeline to remind yourself when to communicate. The point is: When your team starts to think like you, they'll start to act like you. ^^^ And that's exactly what you want. When your team thinks like you, they'll act like you.Which brings me to leading by example. Maintain zero tolerance for retrogressing behavior. If you see someone do something wrong, use your scripts to change the behavior and ask the following questions: What went wrong? Why did this happen? How can we make sure this doesn't happen again? How can we get this situation back on track? The point of using questions like this as a framework is to literally let your team member answer them. They come up with their own solution for preventing unwanted behavior. And they know your thought process + expectations upfront. There is no room in change management for being wishy-washy. Finally, commitment and perseverance influence change. This process has potential to feel messy. Remember: You are the change management leader. You are responsible for planning your work, then working your plan. You are the one who will make this a reality. You just need to do it. Marketing Change Management How to Influence It [Backed By Science] Something is broken. Maybe its your workflow. Maybe its how you collaborate across multiple teams. Maybe its knowing how the content you produce influences ROI. At , we  know  youd like help to get organized and to do that, you might need to pitch to your boss  and to your team. ^^^ So whatever snag youre hitting as you manage your marketing team, chances are something needs to change before it will get better. And the best person to influence  that change for the better is you. So the question becomes how can you do it? It takes some finesse with office relationships, psychology behind change management, and perseverance. Lets explore how you can be the marketing change management mastermind. ;) How To Influence Marketing Change Management [Backed By Science]Get Your Marketing Change Management Timeline Template Use the free spreadsheet that complements this blog post to plan your marketing change management strategy. Youll put everything youll learn throughout this post into a plan you can execute. Youll also get a marketing change management template in Word to help you communicate effectively with your manager, team, and stakeholders. Go ahead. Download fo free now! Step 1: Create The Business Case For Change Yeah, I know what you're thinking. Ugh. But. Creating a doc to have one version of the truth- a reference point for questions- will help you convince your manager and team that change is needed. There are three key points to address in your change management business case doc: #1. Show There Is Need For A Change You feel when you need a change. There is disorganization. There are poor results. There are missing pieces. The best way to prove the need for change is with cold hard facts and brutal honesty. It's impossible to argue against factual information  that informs your stakeholders why the change is necessary. There are a few ways to do this: Data Is what you're doing producing the results you expect? For example, you may be spending a lot of time on trivial projects that don't actually produce repeatable, measurable results. You could measure the hours  you and your team spend on those projects in an average week. Then multiply the time by each employee's hourly wage to understand how much money the company literally spends on projects that do not actually add anything to your bottom line. If you add up those dollar values and multiply by 52, you literally know how much money goes down the drain in a year. You can ask your team to track their time over the course of an average week using a tool like Toggl. Then use the Time Tracking  tab in your change management template spreadsheet that complements this blog post to track the  time + spend on tasks: Think about how much time you spend: Switching in and out of tools not designed for the specific purpose you're using them for. Making edits to  content that won't actually make a difference in the end results it will produce (shooting for perfection is extremely expensive). Getting approval after you create content (then reworking nearly everything). With very simple math, you can demonstrate how expensive these activities are, thus showing the need for change. Pro Tip: You can also use this method to show what you could be doing with your time that would generate bigger results. So, let's say you find that  logging in and out of multiple tools + disorganization sucks up 4 hours of your week. Is that the same amount of time it would take you to write a blog post? There is proof: When we find a tool that is designed to help  my team be more productive, we will write more blog posts which are proven to help us grow the business. Another data example involves analyzing the success  of your best-performing content. What if you focused more time  shipping new projects that are similar to your existing top-performers? From experience, I can tell you that you don't need to publish more content,  but the same amount of the right content. And you could boost your results by 9,360%. No joke. Here is how to calculate this quickly, but read this for an exhaustive, in-depth guide: Set up goal tracking in Google Analytics and create a custom report to easily view the content that contributes to those goals. Here are in-depth instructions to help you do this in 5 minutes or less. Create a list of the last 30 pieces you published  that are at least 30 days old. Use the Content Grading tab in your change management template to do this. Write down the amount each piece has contributed to your goal by using the Google Analytics custom report. To make this an even fight for each piece, I like to collect data from the first 30 days after publish, so every piece has an equal amount of time to contribute to your goal. Sort your content  by your goal, peruse through those top-performing pieces, and write down the qualities you see repeated over and over. For example, at , the qualities we saw repeated over and over again were an interesting topic, well-researched and factual, comprehensive + actionable, keyword-driven, and optimized to convert traffic into email subscribers. Find the average goal contribution from every piece in your sample. If you continue status quo, this  is what you will continue to produce. Then  find the average contribution from your top 10 pieces. It's way higher, right!? Now you know if you publish the same amount of content, and simply match the qualities from your top-performers, you will boost your results. ^^^ And there you have it. Proof that you need to pivot to increase your team's performance. Examples where this method may work best for demonstrating the need for change: You don't currently have a way to measure how what you're doing is working. You  hypothesize  that doing more (or less) of something will produce better results. Bureaucracy has you doing the same old thing because... "We've always done it this way." You want to create new content initiatives and need to prove that they'd be well worth your time. Examples You might not have content that exists to help you prove you need to do more of what's already working. That's where examples come into play. Examples are also proof, or evidence, of a need for change. You can: Demonstrate a broken internal process by showing the inefficiencies of your current workflow. Again, inefficiency is expensive, and you could back this up with numbers using the process above. Examples: Workflows, approval processes, collaborating across multiple teams. Show an interesting use case with the new marketing idea from any other company. Then connect the dots to how you could do it for your business. Researching the data behind this makes your change management business case that much stronger. Example: You believe a blog would be great for your business, but you know there will be some resistance. Find examples of successful businesses that have built their credibility with a blog and are now multi-million dollar enterprises. Show how your competition is doing something amazing, but you don't have a presence in that area. This appeals to the fear of missing out, or FOMO. Example: You  know  your audience uses Instagram and would like to have a presence, but you're hitting some resistance. Find  examples of your competition engaging with your audience on that channel as proof that your audience indeed uses that network to communicate with brands they love. Industry Trends If there is one thing that's constant, it's change. Especially in the marketing industry: New technology, new channels, and new ideas are ever-evolving. This is similar to examples, but you can: Cite credible industry publications that cover new changes. Look for the why behind this: Why should you use the new tool, social media channel, or new content idea? Look for case studies that demonstrate the value of the trend. Has anyone (even outside of your niche) published a piece that shows percentage increases or demonstrates what you'll get out of the new idea? You'll note, I led this section with more  examples of finding your own real data to prove why you need to change. Using your data as much as possible builds the strongest case for the change you'd like to implement. It's hard to argue with your facts versus how others have been successful. #2.  Show How You Will Thrive After The Change You've  shown evidence that suggests change is necessary. Now it's time to demonstrate the benefits behind making the change. An easy way to think about this, is with a simple framework: When  we {do this}, we will {get this}. Note when there. When demonstrates an inevitability whereas if is only possible. Let's look at an example here, using examples and data to prove the need for change + backing up how implementing that change will help you produce bigger results. The example is a broken process. I hear from marketing supervisors all the time that disorganized process and "herding cats" sucks the most time away from their days, preventing them from focusing on the strategic work that would generate bigger results. To prove the need for change, you: Lay out the example of what the existing workflow looks like. Leave no stone unturned: Every step, every person involved, every tool, every point of communication, and especially the parts that are broken. For you, this could be writing a white paper. The workflow  involves: Email: Gather the idea from the sales manager. Email: Determine who the subject matter expert is with the sales manager. Meeting: Interview  with the sales team member who is a subject matter expert on the topic to gather the story. Email: Hound the sales team member to provide  stats + facts to support the claims you'll make in the white paper. Google Docs: Write the "What's in it for me?" and outline. Email: Peer review the outline with the subject matter expert. Google Docs: Write the first draft. Email: Gather feedback on the first draft from the subject matter expert. Google Docs: Implement the feedback from the subject matter expert into the white paper. Email: Gather further feedback from the subject matter expert. InDesign: Design the white paper. Email: Gather further feedback from the subject matter expert. InDesign: Implement changes from subject matter expert. Email: Get approval from the sales manager. InDesign: Implement changes from sales manager. Email: Get approval from your manager. InDesign: Implement changes from your manager. Email: Give final draft to sales manager and your manager to distribute to internal staff. ^^ If that even looks remotely like your workflow, there is definitely a better way. Recommended Reading: How to Boost a Marketing Workflow Process That Will Reduce Work By 30-50% By showing something like this, you demonstrate the problem. Now you can show off the solution. When we cut several unnecessary approval steps, we will save my team 5  hours of productivity time every week. That's the same amount of time it takes to write a brand new white paper, which is proven to generate 150 marketing qualified leads when we write it like our top-performing white papers. Therefore, when  we don't change, we are literally wasting time on a broken process rather than focusing our time on generating bigger results. Here's how. Weekly Meeting: Gather the story  from the sales manager and subject matter expert with clear action items for sales to provide stats on time saved from our solution + percentage increase on their desired goal by the end of the week. Google Docs (integrated into ): Write the "What's in it for me?" and outline. : Peer review the outline with the subject matter expert. Google Docs: Write the first draft. : Gather feedback on the first draft from the subject matter expert. InDesign: Design the white paper. : Get approval from the sales manager + your manager. InDesign: Implement changes from sales manager + your manager. : Give final draft to sales manager and your manager to distribute to internal staff. ^^^ You just literally cut the amount of work in half, not to mention eliminating endless email strings that are super easy to miss. Cut your work in half and eliminate endless email strings.Now you can track how long it would take for each step from the existing process and subtract the time saved from your new process. So all 18 tasks minus the 9 you removed would be the equivalent of 5 hours in this example. This doesn't even take into account the feeling of being organized, which everyone involved in the process will also love! #3. Show The Roadmap To Get There It's one thing to know what you need to do. Now you need to lay out the plan to implement the change. Humans are naturally adverse to change, so the odds are this will not happen over night. In fact, if you've been following an old process for a long period of time, it may take up to 21 days to help your team members build new  habits. Therefore, your roadmap to onboard your team members to learn this new behavior should span several weeks. In this time period, you will want to literally  lay out your game plan schedule of what you'll do to  make the change stick. Pre-rollout: Gather the data, examples, and industry trends demonstrating the need for change. Pre-rollout: Create your timeline for implementing the change. Pre-rollout: Script the questions, roadblocks, and objections that have potential to mitigate change. Pre-rollout: Discuss the forces driving change, timeline, and scripts with your manager. Day 1:  All hands kickoff meeting. Your itinerary should cover the three things you've been learning about: The problem (what's wrong), the solution  (why this change is necessary now), and the roadmap you're creating at this moment. You should also leave time for questions + answers (more on this to come). Day 2: Implement your team's initial feedback into the new solution. Day 3: Show  your team that you took their advice and enhanced the new solution. Day 4: Remind your team to use the new solution. Day 5: Retro and iterate. Weekend Day 8: Ask your team informally how things are going. Instant message could work well. This  reminds  everyone (especially your most quiet team members) that they have a voice in the change process. Day 9: Implement the feedback into your process, and remind the team to use it and not retrogress to old behavior. Day 10: Day 11: Day 12:  Retro and iterate. Weekend Day 15: Again, ask your team informally how things are going, and look for feedback. Day 16:  Implement the feedback into your process, and remind the team to use it and not retrogress to old behavior. Day 17: Day 18: Day 19:  Retro and iterate. Weekend You can map out your game plan in , too, using  a Marketing Project. When you decide to use , everyone will see everything you're working on in one place... so why not add this into , too? ;) Step 2: Be Prepared + Proactive For Any Situation Bill Walsh was the head coach of the San Francisco 49ers, and helped turn a losing football team into one of the best, winning three Super Bowls. ^^ Talk about change management. Walsh is known for planning  his plays for every scenario. He carefully planned exactly what play would work for specific situations like being 30 yards from the end zone with only 5 seconds on the clock. He's known for having planned the first several  plays of the game whether the 49ers were kicking or receiving. In short, Bill Walsh  planned his work, then worked his plan. He called this practice scripting. And it's a great  framework you can apply to your change management, too: Scripting allowed me to take randomness and stress out of the decision-making process. The result is a very adaptable but intelligent  plan for the future. - Bill Walsh Anticipate Questions Uncertainty avoidance is the psychological term used to describe a specific society's tolerance for ambiguity. While this term is generally used to describe  larger cultures as a whole, your team and business have a culture within them, too. And the main idea here is that people like process, rules, and the same-old-same-old because it's familiar, easy to remember, and they already have habits that literally help them do the work with less thought and effort than taking on something new. Knowing this, you can plan on the questions your team will ask as you make the change. This is your script for an FAQ (or frequently asked questions) for your team. Simply take 30 minutes to brainstorm all of the questions your team may ask, then write down the answers: Why this change? Why now? What do you expect from me now? How will we collaborate now? What aren't we doing anymore? What new things are we doing? How should I voice my feedback? The point here is to think through the most common questions you can realistically expect your team and stakeholders to ask you, so you have all the answers prepared in advance. You can use the change management Word doc template that complements this blog post to help you get started. Recommended Reading: The Best 30 Minute Content Marketing Brainstorming Process Anticipate Roadblocks Again, change is often difficult for people to accept. Most people are satisfied with status quo, in other words, doing exactly what they're doing now. Back in 1947, psychologist Kurt Lewin researched this phenomenon and came up with the force field analysis. Essentially, there are forces driving change while other forces restrain change, which makes it most comfortable for people to stay in the status quo. You are the force driving change within your organization. So you should prepare for how you'll address  the forces resisting change: How will you phase out old, outdated tools you no longer need to use? What does the timeline look like? How will you onboard your team members to use the new tools as you expect?  What does the timeline look like? How do you take into account everything else on your team's plate and the time it takes to learn new skills (100 hours per person)? What will you do if a team member does not adopt the new process from the get-go? What will you do if a team member tries the new process for a day, then regresses to their former behavior? How will you handle team members who actively fight against the new process and try to get other team members on their side? How will you agilely  learn from your success and mistakes as your team implements change? Like your FAQ, think through and script  the answers to these questions. When- or if- the situation arises, you've planned exactly how to get your change strategy back on track. Here's how to keep your #marketing change management strategy on track.Anticipate  Objections Your own team may fight for the status quo without really knowing why. This could be a force resisting change, or  once again, a few more scenarios to script for: I don't think this will work. I don't like the new process. This is taking even more time than before the change. We can't remove those steps from our workflow because of {insert excuse}. Change  is an emotional beast. The best thing to do, according to change management pros, is to address these concerns with factual evidence backing up the need for change. Step 3: Get Your Manager On Board Those same change management pros suggest change is best instituted from the top-down. Change is best instituted from the top-down.So once you have your game plan, it's probably time to loop in your manager to get her on the same page as you (and to have your back if the forces of resistance  get in the way of the forces driving change). Set up an hourlong meeting your manager with the following agenda: 10  minutes: Explain the existing problem. 10 minutes: Show the evidence that the problem is a big one. 10 minutes: Show the  roadmap  you'll use to implement the change. 10 minutes: Show your proactive planning to address the forces of resistance. 10 minutes: Chat through how you'll communicate the change with your team (and get their feedback), next steps, concerns, and when you will roll out the change. 10 minutes: Lay out your action items to work through after the meeting is over. ^^^ Those sections might feel  a little long, but the point is for this to be a working meeting. Let your manager ask questions throughout, and show up ready to take notes so you can improve your marketing change management strategy based on her feedback. What If Your Manager Doesn't Like The Suggested Change? This is where  you can use questions as a framework to understand how you can improve your pitch (or at least understand what the heck your manager is thinking): Why {do you believe that}? How {might you suggest I do that}? If you're way off, schedule a second meeting with your manager (with the same agenda) to show her how you  took her advice and will implement it in your strategy. Recommended Reading: 30 Marketing Plan Samples And Everything You Need to Include In Your Strategy Step 4: Involve The Team Early On No one really likes to be told what to do. On the other hand, involving your team members early and helping them help you make the change decisions makes them feel like they made them in the first place. In their book, Sprint: How To Solve Big Problems And Test New Ideas In Just Five Days, authors Jake Knapp, John Zeratsky, and Braden Kowitz suggest: By asking people for their input early in the process, you help them feel invested in the outcome. Later, when you begin executing your successful solutions, the experts you brought in will probably be among your biggest supporters. So... how can you involve  your team + stakeholders early on? Host A Process Change Kickoff Meeting With Everyone Involved In The Change You pretty much have the itinerary from the chat with your manager (but make a couple optimizations  here): 10  minutes: Explain the existing problem. 10 minutes: Show the evidence that the problem is a big one. 10 minutes: Show the  roadmap  you'll use to implement the change. 20 minutes:  Give your team the chance to provide feedback right now, but also give them some time afterward to let the ideas percolate. This gives your quiet folks the chance to digest the information and provide thoughtful insight afterward. Beware of the psychological principle of conformity (and keep your loud team members in check). 10 minutes: Lay out your action items to work through after the meeting is over. ^^^ You have all of that documented in your marketing change management template. Recommended Reading: 21+ Marketing Templates That Will Make You More Efficient And Organized Provide Time To Think Through Feedback Give your team a deadline to provide their feedback and provide the method to do it (email, instant message, etc.). You can plan this into your change management roadmap. If anything, this keeps the process moving forward (and on a schedule) so you can fix what's broken quickly. Incorporate Feedback Into Your Change Management Process When you ask for feedback, you take it. That said, not all feedback will improve the plan. The point is to literally help your team know and understand you are listening to them, that their thoughts are valuable, and you understand they will be the major players  implementing the change. So change the roadmap as needed and clearly communicate you heard every idea and implemented many, but it just wasn't possible to include everything they requested. Retro On What's Working, What's Not, And What You Could Improve I'm borrowing this from agile product management practices. Every Friday, the marketing team at retros on the week, asking three questions: What went well? What should we continue doing? What went wrong? What should we stop doing? What could we improve? Retros like this are great for gathering feedback from your team as you change their processes. I'd suggest hosting 15-minute retro meetings every week within your first 21 days specifically to discuss the change you're implementing to learn from your mistakes (and successes). As feedback rolls in, you can use all of the work you put into writing scripts to great use! Recommended Listening: How to Get Extremely Organized With Agile Marketing With Jeff Julian From Enterprise Marketer Step 5: Break Through The Resistance To Change Change of any kind requires breaking existing habits. And that is really difficult... because humans literally need habits to not think through the nitty-gritty details of everything in their lives (we would all go crazy). So, to influence the right behavior, the most important thing to do is to over-communicate with your team as they undergo change. As Bill Walsh said: We did the same drills over and over again; I said essentially the same thing over and over, discussed the same information, concepts, and principles over and over. Gradually, my teaching stuck. If it starts to become a joke that your team knows exactly what you're going to say next... you've done well. So plan your communication touch points in your change management timeline to remind yourself when to communicate. The point is: When your team starts to think like you, they'll start to act like you. ^^^ And that's exactly what you want. When your team thinks like you, they'll act like you.Which brings me to leading by example. Maintain zero tolerance for retrogressing behavior. If you see someone do something wrong, use your scripts to change the behavior and ask the following questions: What went wrong? Why did this happen? How can we make sure this doesn't happen again? How can we get this situation back on track? The point of using questions like this as a framework is to literally let your team member answer them. They come up with their own solution for preventing unwanted behavior. And they know your thought process + expectations upfront. There is no room in change management for being wishy-washy. Finally, commitment and perseverance influence change. This process has potential to feel messy. Remember: You are the change management leader. You are responsible for planning your work, then working your plan. You are the one who will make this a reality. You just need to do it.

Summary of Psychiatric Journal Article Example | Topics and Well Written Essays - 500 words

Summary of Psychiatric Journal - Article Example The researchers make an extensive review of the literature on hourly rounds of nurses and seek to apply its positive outcomes to mental healthcare settings as well. The researchers take special efforts to distinguish hourly rounds from frequent checks by the nurses; the latter simply seeks to ensure patient safety while hourly rounds aim at establishing a â€Å"one-to-one verbal interaction to evaluate a patient’s comfort and needs† (Moran et al, 2011, p. 23). The researchers seek to measure the outcome or success of hourly nursing rounds by analyzing patient satisfaction scores, the variance in the number of patient requests at the nurses’ station as well as the number of complaints made by patents (Moran et al, 2011, p. 24).  The pilot study emphasizes that both patients and nurses benefitted from hourly rounds on psychiatric wards. The findings reveal that hourly rounds not only equip nurses to better identify individual problems of patients but also has a d ramatic positive impact on patient satisfaction levels. The article clearly demonstrates how hourly rounds brought about remarkable changes in all pilot units: the overall patient satisfaction improved considerably while there had been a significant decrease in the requests made by patients at the nurses’ stations (Moran et al, 2011, p. 25).  The conclusions are drawn from the pilot study display the positive impact of hourly nursing rounds in mental health inpatient settings. The results of the study show that hourly nursing rounds increase patients’ satisfaction, nurses’ prompt responses to patient requests, and result in greater sharing of nurses’ information about medications† (Moran et al, 2011, p. 26). However, the study also emphasizes that hourly round methods need to vary from unit to unit depending on the needs and requirements of patients.  

Climate change and global warming debate Case Study

Climate change and global warming debate - Case Study Example For the past decades, loggers and miners have not seriously introduced rehabilitation of damaged mountains, rivers and shores. Such have serious implication to disasters such as the floods in Philippines, Pakistan, Australia, India and other part of the world that have killed thousands of peoples and damaged properties. The wanton disregard of massive wastes due to consumerism and the use of non-biodegradable materials are also noted, albeit increasing campaign for recycling and waste management. The need to practice solid waste management as part of eco-governance worldwide remained to be inculcated as most countries deal with mountainous garbage everyday. Added to these is the disturbing deposit of toxic wastes in the oceans ridges that is affecting sea habitats. Moreover, global arctic regions rich with ice and glaciers are melting and have accordingly affected the tropical areas as sea level arises at 23 inches (SRREN, 2011). As weather pattern changed and became unpredictable, t he cycle of vegetation is are also affected--seriously impacting to agricultural produce and to world economy (Solomon, Manning, Chen, Marquis, Averyt, Tignor & Miller, 2007). The issue of climate change certainly relates to sustainability.

Company initiatives (5yr plan) and intellectual properties Research Paper

Company initiatives (5yr plan) and intellectual properties - Research Paper Example In September 2012, Chief Executive Officer of Ford , Alan R. Mulally declared that the company would introduce numerous new models in its vehicle range in order to strengthen its European division, where the company wants to bring its iconic sports car i.e. Mustang (The New York Times Company, 2012). Ford operates under two divisions, firstly, automotive sector and secondly, financial services. The company’s automotive division operates in various locations umder the name of Ford such as North America, South America, Asia Pacific and Europe. On the other hand, within financial services, the company has ‘Ford Motor Credit Company’ where it provides vehicle financing for its customers (The New York Times Company, 2012). . Determining if the Company Has a Definite Planned Initiative Within the Next 5 Years Over the past few years, Ford has implemented ‘One Ford Plan’ which helps to sustain its successful journey along with maintaining a profitable future for the company. Through this plan, the company provides a brand promise to its customers all over the world. ... It has been observed that the automobile industry faces numerous challenges such as economic downturns, fluctuation of fuel prices and government restrictions regarding the reduction of CO2 emission. In order to deal with such challenges Ford has planned to take effective initiatives in the next 5 years by introducing fuel saving technology driven vehicles at affordable prices. Moreover, in 2012, the company has implemented â€Å"Blueprint for Mobility† plan in order to uphold sustainability which helps it to enhance operational efforts in future. This plan is also considered as a kind of initiative which the company aims to follow in the next five years. Ford declared that by 2015, it would follow a plan where the company aims to reduce the amount of water required to make a vehicle by 30%. Another sustained initiative that the company has taken is reducing the quantity of waste materials and unnecessary raw-materials (Ford Motor Company, 2012). According to the annual report of Ford for the year 2011, it had planned regarding bringing in seven new innovative models of vehicles by the year 2015 in various operational locations. Ford also strongly focuses in its long-term plans in terms of improving quality, reliability along with ensuring affordable prices which the company is aiming to uphold in the next five years. Moreover, Ford also takes various initiatives for bringing in its fuel efficiency models with advanced technologies. By 2015, the company plans to invest US$16 billion within US manufacturing units as well as aims to continue quality product development in order to ensure consumer preference (Ford Motor Company, 2011). Identify the Company's 5 Years Planned Initiative In

The Dutch Health Care System Health And Social Care Essay

The Dutch Health Care System Health And Social Care Essay After years of spiraling health costs, change was needed to the Dutch Health Care System. A dual system was introduced January 2006 comprising of compulsory private health insurance and government provided health care. Compulsory private health insurance finances all primary and  curative care  (i.e. the family doctor service and hospitals and clinics). Social insurance funded by earmarked taxation covers long term care for the elderly, palliative care, and the long term mental health patients needs. Primary Health care is provided by family physicians, district nurses, home care givers, midwives, physiotherapists, social workers, dentists and pharmacists. Each person must be registered with a local family physician. The general practitioner makes referrals to specialists or hospitals. The Netherlands has world class hospitals, including eight university hospitals. Each of the university hospitals offer services such as  neurosurgery,  cardiac surgery, a high-level  emergency department, advanced  oncology, departments for infectious diseases, and other services generally not found in smaller hospitals. A level and type of care similar to that offered by university hospitals is offered by a number of large hospitals which are not directly affiliated with a university, though these hospitals tend to be somewhat smaller. These hospitals are frequently referred to as top-clinical centers. Most of the hospitals in The Netherlands are private not-for-profit institutions. This compares well with the Australian health care system. Although Australia has a strong private health care system, it is not compulsory. Government funded health care provides excellent care in public hospitals, primary health care included visits to gps, and discounted pharmaceuticals. Role of Government Dutch Health care is regulated by the Ministry of Health, Welfare and Sport, and the current Minister is Edith Schippers. Marlies Veldhuijzen van Zanten-Hyllner is State Secretary for Health, Welfare and Sport. The Ministry of Health, Welfare and Sport de ¬Ã‚ nes policies that aim to ensure the wellbeing of the population to lead healthy lifestyles. One of the main objectives of the Ministry of Health, Welfare and Sport is to guarantee access to a system of health care facilities and services of high quality where all citizens have private health care. The Ministry has acts within the Exceptional Medical Expenses Act (AWBZ) and the Sickness Fund Act (ZFW). Local authorities work with the Ministry of Health, Welfare and Sport to provide public health care to the community. Local authorities are involved in public safety policies, including the the implementation of the Medical Assistance (Accidents and Disasters) Act.). The Ministry also coordinates the National Institute of Public Health and the Environment, a major knowledge centre for public health care. The Ministry of Interior and Kingdom Relations is responsible for: standards in public administration policy on urban areas the integration of minorities coordinating integrated public safety and security policies Funding Finance Minister Jan Kees de Jager reported on 12 May 2011 that the rising cost of healthcare is the biggest challenge facing the Netherlands and the rest of the world. This increased spending on Australian health care reflects this trend. Over the past decade, the cost of healthcare has risen by 4% a year, while the economy has only grown 2%, he said. That is unsustainable, he said. At some point that single category will eat up the entire economy. The Netherlands spent à ¢Ã¢â‚¬Å¡Ã‚ ¬60bn (A$80bn) on healthcare in 2010.. De Jager said the solution does not lie in increasing premiums or cutting coverage. In the long term you cannot avoid looking for solutions within healthcare itself, he said. How we approach this is the biggest challenge that we have to deal with, for both the Netherlands and the rest of the world. Australia is facing the same issue of rising health care costs. The government has implemented incentive schemes to encourage a higher percentage of Australians taking up private health insurance (30% private health insurance rebate) as well as a 3% medicare levy for those earning over $70 000 who do not have private health insurance. Workforce The Dutch Health Care system is facing a universal issue with its health workforce. The ease of travel through EU and geographic proximity of countries has created a very mobile health workforce. The report xxxxxx Health Worker migration from Western Europe, may increase, adversely affecting health system performance in other countries, particularly those that have joined the EU since 2004. The Netherlands Ministry of Health, Welfare and Sport is responsible for the development of policies to ensure the health and social wellbeing of the residents in this small densely populated country. The Netherlands is similar to the United States in having a health system based on private providers with government responsibility for the accessibility, affordability and quality of health care. Health insurance is compulsory and the government contributes for those unable to pay. General practices are private businesses which enter into a contract with insurers to supply services to the customers of the insurance company. GPs are paid a capitation fee per patient registered with their practice, a fee per consultation and a negotiable reimbursement for practice costs, depending on services offered, staff employed, and the achievement of quality and efficiency indicators. These fees are paid to the GPs by the insurance companies. Most GPs are independently established and self-employed. Patients in The Netherlands choose their own family physician, but are required to register with a practice. Many practices employ a practice nurse to provide chronic disease management and most GPs employ doctors assistants who can perform simple medical procedures such as taking blood pressure, syringing ears, giving injections and performing vein punctures under instruction from GPs. Out-of-hours centres or cooperatives provide access to PHC services from GPs, nurses or doctors assistants from 5pm to 8am. The report indicates a pull from health works in countries further east and south seeking better pay and career opportunities. There are large disparities in health expenditure across the EU, as well as skill shortages (actual and projected) in many health systems in western Europe, which may exert a pull on health workers in countries further east and south seeking better pay and career opportunities. This raises important questions what is the evidence that health workers are migrating, and is any migration temporary or permanent? If health worker migration is an issue, what are the options for policy makers? What are the push and pull factors and how can they be addressed? It is critical that the issue of migration is examined in the broader context of the dynamics of health care labour markets, and that any policy solutions focus on improving monitoring as well as managing what is happening. It is also crucial to understand migration trends in relation to existing stocks and flows of health workers. In order to do this, better and more complete data are needed to monitor the situationso that policy decisions can be made from an informed perspective. Conclusion In summary, The Netherlands are facing the same health care themes as the rest of the world, including Australia. A mobile workforce has led to a health care worker shortage. Increasing health care costs has led the government to rethink private health insurance and the Dutch government implemented a compulsory system in .

Clue and the Crisis of the American White Male Essay -- Movie Film Ess

Clue and the Crisis of the American White Male Nothing is more American than the crossover appeal of products in the mass media; this appeal is what propelled the idea for the 1985 release of the film Clue, based on the Parker Brothers board game. Furthermore, in keeping with the game's theme, the film appeared in theaters across the country with different endings. With an ensemble cast of talented but little known actors—Tim Curry, Christopher Lloyd, Lesley Ann Warren, Martin Mull, Madeline Kahn, Eileen Brennan and Michael McKean—Clue seemed like a film destined to slip into obscurity. After all, it was a comedy, clever but crass. A deeper analysis of the film provides some insight into a running commentary that presents not just a murder mystery involving several comedic characters, but rather a complex allegorical situation that presents characters as archetypal figures for repressed forces in the dominant American ideology. In reality, Clue is a film about the crisis of the upper class white male in Ameri can culture. In the piece â€Å"Cinema/Ideology/Criticism,† Jean Luc-Comolli and Jean Narboni define the critic's job as the discernment of â€Å"which films, books and magazines allow the ideology a free, unhampered passage, transmit it with crystal clarity, serve as its chosen language† and which films â€Å"attempt to make it turn back and reflect itself, intercept it, make it visible by revealing its mechanisms, by blocking them† (753). Through their examination, seven film categories are outlined. Clue falls into the â€Å"E† category, which is defined as â€Å"films which seem at first sight to belong firmly within the ideology and to be completely under its sway, but which turn out to be so only in an ambiguous manner† (75... ...itty dialogue. As Wadworth said, it should be no surprise that the FBI (dominant ideology) is trying to cover up the murder of these repressed forces. â€Å"The FBI is used to cleaning up after multiple murders. Why do you think it's run by a man called Hoover?† By continually making fun of the very powers it is supposedly reinforcing, Clue becomes an important film in criticizing American bourgeois ideology. Works Cited Gledhill, Christine. â€Å"Recent Developments in Feminist Film Criticism.† Braudy and Cohen, 251-72. Braudy, Leo and Marshall Cohen, eds. Film Theory and Criticism: Introductory Readings, Fifth Edition. New York: Oxford UP, 1999. Comolli, Jean-Luc and Jean Narboni, â€Å"Cinema/Ideology/Criticism.† Braudy and Cohen, 752-59. Lynn, Jonathan. Clue. Paramount, 1985. Mulvey, Laura. â€Å"Visual Pleasure and Narrative Cinema.† Braudy and Cohen, 83