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Ronald M Allen
Works at Managing Change, LLC
Attended Prior Park College
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Ronald M Allen

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Successful change initiatives are not a result of processes as much as they are in the 'intent' of the actions and words that support it. Are you willing to come out of what is familiar, to come out of your comfort zone? Chief Innovation Officer Of $9B Healthcare Company Reveals Transformation Secrets - http://klou.tt/18vs4mhkf6siy
I recently had the opportunity to sit down with Mohan Nair, Senior VP & Chief Innovation Officer at Cambia Health Solutions, to ask some direct questions about his role as change agent in a large organization. I also read his book, Strategic Business Transformation (Wiley, 2011), which outlines the seven [...]
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Ronald M Allen

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How we interact with one another and the manner of how we exchange information plays out across the firm. Are we carrying on behavior that no longer serves the greater good of the firm and its mandates. Which one's of us are trapped in a mental time warp instead of seeking a better understanding of what new information is available and that can bring along more and more of our employees through true engagement from cultural understanding. Anthropology may have a few answers you have not considered in effectively managing your employees.
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Ronald M Allen

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Would you like to contribute to and support Managing Change programming? We are now on Indiegogo, a crowd source medium. We offer a multitude of options to support us. Funds are important and your participation to share our program, in-kind is equally as important.
Managing Change thanks you for any and all contributions you make especially those we have not thought of.
Managing Change 4 Success.
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Ronald M Allen

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Local, regional and global, HR is HR or is it? Listen in tonight with Louis Lessig Esq partner with Brown and Connery, LLP on Managing Change. http://www.blogtalkradio.com/managechange/2014/01/17/louis-lessig-esq--the-moral-imperative-of-hr
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Ronald M Allen

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This represents the spirit of business. Catch the spirit this year, 2014
Greetings from the Middlesex County Regional Chamber of Commerce’s Hispanic Business Council! Share in the excitement and cultural flavor of the 4th Annual Hispanic Business Expo on July 22, 2014 at
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Ronald M Allen

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In any change initiative there are two perspectives. Addressing them both creates an environment for trust, post implementation.
A change of any significance should be subject to a Post Implementation Review the objectives of which are:
 
Objectively, to assess the change against the original objectives and to measure and compare the costs and benefts of the change against the original cost-justification.

Subjectively, to assess the effectiveness of the change itself and the methods of implementation through reference to those involved in the new process. This should be achieved by face to face discussion but may be complimented by attitude surveys and questionnaires so as to include a wider audience.
 
It is strongly recommended that all results, both favorable and adverse, are shared with the workforce as a whole since positive proof that a need for change was accurately identified and met, or the humility to 'own up' to having made a mistake will generate the respect of the organisation's employees and provide a better platform for future dialogue.
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We are asking for your support to continue programming for Managing Change. Check out our campaign and vote as you will on any level you can support. 47 days and counting at http://www.indiegogo.com/projects/managing-change-4-success/x/6332693
Thank you
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Ronald M Allen

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The last time someone asked you to change did you? Tonight on Managing Change, we will discuss "Why change, when you can adapt". Join in the conversation and share your point of view. 7:00 Pm ET on http://www.blogtalkradio.com/managechange/2014/01/29/why-ch...
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Tri-State HRMA President, Margaret McLaughlin shares her history, planned activities for 2014 and perspectives on the HR world with me this evening at 7:00 PM...http://www.blogtalkradio.com/managechange/2014/01/15/margaret-mclaughlin--great-expectation-for-...
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People
Have them in circles
51 people
Andrew Little's profile photo
Mike Vanderpool's profile photo
Mohammad Majali's profile photo
Andrew Lopez's profile photo
noergana loela's profile photo
Lorena C.'s profile photo
Paul Griner's profile photo
Michael Nall's profile photo
Work
Occupation
Business Consultant, Producer/Host Coach & Mentor, Author/Speaker
Skills
Business Consultant, Coach/Educator/Trainer, Producer/Host
Employment
  • Managing Change, LLC
    CEO, 2000 - present
    Managing Change, LLC works with public and private corporations, unions groups and public entities in providing Business Consulting Services, Coaching and Mentoring, Keynote presentations and Workshops on the human side of Organizational Change Management.
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Tagline
I help people to align their actions to achieve their goals in life.
Introduction

I work with businesses in helping their employees manage organizational change through adaptation, transformation and self efficacy.

By combining multiple behavioral disciplines and appropriate processes in addressing the needs of the Individual, the Group and the Organization I ensure that desired outcomes are achieved.

Managing Change identifies the intangible assets of your company’s employees in order to produce tangible results at Work, at Play and for their lives (Berry 1997). By looking at human development in a comprehensive manner the intangible assets become tangible results by engaging the essential needs, skills and interests of the individual in achieving the desired, planned for and measured results on your life’s journey.

How may I help?

Listen in every Tuesday and Thursday at 7:00 PM on
http://www.blogtalkradio.com/ManagingChanges2

WELCOME to the source that will turn your life around by showing you how to use your intangible assets to produce tangible results Managing Life’s Changes!

Be Seeing You!
www.RonaldMAllen.com
ManagingChange2 TalkRadio
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voice@RonaldMAllen.com

Education
  • Prior Park College
    Commerce & Art, 1974