• Testimonials … • Contact Us … • FAQ … • Site Map … • Glossary …	Peter de Jager "Change Management and Strategic Planning Expert"
	Expertise: Futurist • Change Management Fee Range: $5,000 to $10,000 Location: Canada Peter de Jager is a speaker/writer/consultant on the issues relating to the Rational Assimilation of the Future. He has published hundreds of articles on topics ranging from Problem Solving, Creativity and Change to the impact of technology on areas such as privacy, security and business. His articles have appeared in The Washington Post, The Wall Street Journal, The Futurist and Scientific American. He is best known to IT audiences for his efforts to create responsible awareness of the Y2K issue – For which he received several awards from IT associations and Govt. Agencies. In addition to presentations and seminars on the topics above, he writes about a dozen regular columns. These include; Association Trends, CIPS across Canada, Enterprise, Globe & Mail online and Municipal World.

	He’s spoken in more than 35 countries and is recognized worldwide as an exciting, humorous, provocative and engaging speaker. His audiences have included the World Economic Forum, The World Bank and The Bank for International Settlements. His presentations and workshops are highly interactive, fun, irreverent to mistaken ideas and most distinctively - provocative. He forces you, by demonstrating conflicts between your stated beliefs and behaviours, to think differently about what you thought you knew. Programs and brief descriptions: Change Management There is no other subject more filled with Hype and Myth than that of Change Management. People state that we resist Change - and yet we get married. People state that resistance is bad - and yet it’s what protects us from bad ideas. People consider the question "Why should I Change?" almost as a form of insubordination… and yet it’s what enables us to decide when Change is necessary. People state that we must "Change or Die!"- and ignore the equally true statement, “Change and Die!” Here’s the Challenge We’re faced with two conflicting situations. We must implement all Change that is necessary and, We must resist all Change that isn't. These are both obviously true and therefore pose a paradox and a serious Challenge; How can we get people to embrace the Change that is necessary? How can we create an environment that allows rational resistance? The presentation examines the tools available to organizations to help them achieve what at first glance appears as an unsolvable conundrum. Details: The presentation is interactive, thought provoking and guaranteed to generate good, deep, discussion about how Change is, and should be, implemented in an organization. An interactive discussion about Change itself. A presentation of the Virginia Satir Change process model, which consists of the following concepts: Status Quo - What happens before the Change takes place. Foreign Element - The event that initiates the Change process. Resistance - Exactly WHY do people resist? Denial - What it is, and what you can do about it. Chaos - The beginning of the learning curve. Integration - Exactly how we regain competence. New Status Quo - The reinstatement of the Status Quo. An interactive exercise to demonstrate the validity of the model Examples of applying the model in a work environment 'Is a Change being proposed, appropriate for an organization?' Summary of Key Concepts & Benefits: (i.e. the 'take aways') Change is NOT an isolated event. It is a repeatable process which plays out over time. Understanding how the Change process works enables organizations to manage change implementation projects smoother, more effectively and efficiently. The participants will learn, and utilize, the following concepts; Change is not an event, it is a process that takes time and has distinct stages. A certain amount of 'resistance to Change' is crucial to ANY organization. There is far too much Change possible for us to embrace every Change available. And, organizations MUST foster an environment that permits rational resistance to Change, in order to intelligently select the most appropriate Changes available. People do not really 'resist' Change, they resist being changed and they resist uncertainty. The goal of management is to entice people to Change when appropriate, AND to plan the Change as effectively as possible to minimize the uncertainty. If people are 'resisting' Change, it is because they do not believe it is necessary. In other words, not enough of the right form of communication has taken place. The overriding importance and value of clear, constant, honest communications. The prime objective is to offer a deep, rich, understanding of the Change Process to the participants, which if embraced, enables organizations to incorporate a reality based Change Methodology into their management practices. Intended audience? Any Project manager/supervisor who is mandated to change their organization through the introduction of new systems or products. Client Testimonials: "Peter de Jager's presentation on the process of Change Management at our Chapter meeting was enlightening, entertaining and thought provoking. Peter takes the audience on a fascinating tour of managing change in the workplace. His hilarious account of every day personal experiences made us all reflect on our own past experiences, both good and bad. Peter left us all with an understanding of why we resist change and how we can more effectively implement and communicate change to minimize uncertainty. I look forward to having Peter back for another presentation to the Mid-Missouri PMI Chapter. " -- Ron Parker, PMP, President, Mid-Missouri Chapter, PMI.May 2005 "Peter De Jager, Project Manager, Author and Change Management guru spoke at our chapter meeting about the importance of Change Management as a practice for Project Managers. He had the uninterrupted attention of the audience for over an hour with a tremendous response after the meeting - lots of questions and discussion. This presentation was a prelude to a one day seminar titled "Change Management, the Missing Component". At this event, attended by 28 professionals, Peter demonstrated the key points in the process of managing change and dealing with resistance. The seminar was run in an innovative way; exchanging the conventional presentation for a highly interactive learning experience. I personally found it an incredible and memorable experience." -- Gordon Bartlett, PMP, President. Sydney Chapter, NSW Australia, PMI, May 2005 Articles: Managing Change • Why The Wise Ask Why • Ethical Change Management • The Opposite of Change Is? • No-one Fears Change • But they Sometimes Do More Than Just Resist Management Issues and Soft Skills • The Best We Can • Why Don't They Respond? • Team Building Isn't A Game • Forced Analogies Technology Implications • The Problem With Abundance • Planning Under The Influence Of Change • Truth, Identity and Theft • Innovation As A Form Of Cheating IT Management Issues • Backing Up Your Career • Playing With IT • The Perils Of E-Mail Books:
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