Forrest Gump Movie An Analysis - 1719 Words

Forrest Gump Movie: An Analysis Forrest Gump (film 1994), is an American romantic comedy-drama film directed by Robert Zemeckis, narrated and starred by Tom Hanks. The story revolved around a slow-witted but exceptionally gifted person, Forrest Gump, who happened to have participated to the many significant events that occurred in the later period of the 20th century, from 1945 to 1982. The plot started in a bus stop where Forrest Gump shared his life story with strangers who sat beside him. From being bullied in school due to his disabilities (wearing leg braces), and meeting Elvis Presley whom he taught a hip-swinging dance, to meeting Jenny, her childhood friend who was sexually abused by her drunkard father, and whom Forrest fell in love for the rest of his life. Forrest lives with his mother who loved and encouraged him despite his disabilities. Forrest discovered that he could run as fast as he could and earned a scholarship to the University of Alabama, He was named All-American football Player and was hono red to meet John F. Kennedy. Forrest enlisted in the United States Army after graduating from college where he met Bubba Blue, became friends and planned to establish a shrimp business after the war. However, during the Vietnam War, Bubba was killed, while Forrest managed to save 2nd Lt. Dan Taylor who was injured and supposedly choose to die a hero like the rest of his ancestors. The Lieutenant became an amputee and hated Forrest for intervening to hisShow MoreRelatedMovie Analysis : Forrest Gump1385 Words   |  6 PagesThe movie Forrest Gump is a 1994 American epic romantic-comedy-drama film starring Tom Hanks as its leading actor depict changes in the American History. The story depicts several decades in the life of Forrest Gump, a slow-witted but kind-hearted, good natured and athletically prodigious man from Alabama who witnesses, and in some cases influences, some of the defining events of the latter half of the 20th century in the United States. The Frist scene that I noticed was the one where Forrest motherRead MoreAnalysis Of The Movie Forrest Gump 997 Words   |  4 Pagesâ€Å"Forrest. Gump† is a drama. with comical aspects. The story spans from 1951-1984, which the historical. situations prove, and takes place. in different locations of. America, and Vietnam. The movie was released in 1994 and is directed by Robert Zemeckis, who is famous for movies like â€Å"Cast away† and â€Å"back to the future† The character Forrest Gump is played by the famous actor named Tom Hanks. He has won a lot of prizes such as the Oscar and the Golden globe for his good acting. The movieRead MoreMovie Analysis : Forrest Gump917 Words   |  4 PagesForrest Gump is a movie that was directed by Robert Zemeckis and had published in 1994. The genre of the movie is in drama, comedy, and romance. In the movie, the character, Forrest Gump shows and teaches us great lessons. The main character shows his significances and interesting plots that he had experienced and was trying to tell the stories to the men and the women who sat next by him while waiting for the bus at the bus stop. Not every movies and stories bring out the positive way to expressRead MoreAnalysis Of The Movie Forrest Gump 1603 Words   |  7 Pages The movie Forrest Gump played by Tom Hank is a story about Forest Gump a simple man and his journey through life. Gump was simple minded and lived his life by a set of values taught to h im by his mother (Sally Field). While Forest sat down waiting for a bus, he tells his story. Forest takes part in several defining historical moments such as the Vietnam War and the Watergate scandal and also had painful experiences. Despite his setbacks and naive nature, he struggles and triumphs in everythingRead MoreMovie Analysis : Forrest Gump1604 Words   |  7 Pagesstated by Forrest Gump (Tom Hanks). Forrest Gump makes a big emphasis on how life is erratic and no one knows what lies ahead. Forrest was the main character of the movie, telling his life journey at a bus stop. A story of a man who was born with below average intelligence and still managed to accomplish many milestones in his life, all while creating relationships with people. This 1994 American drama film depicted defining events of the late 20th century in the United States. Forrest Gump has manyRead MoreMovie Analysis : Forrest Gump1262 Words   |  6 PagesEspecially, movie plays a very important role in my life. When I was a child, I watched an inspirational movie named Forrest Gump, it influences me deeply till now. Forrest Gump is indeed a movie with rich connotation. The first time I watched it seriously, my inner feelings were complex, there are humor, sadness, touched, relieved, praise, and regret. His life looks like such a legendary life, how about its development? When I was an 8-year-old child, the most attractive points of this movie for meRead MoreAnalysis Of The Movie Forrest Gump 1220 Words   |  5 PagesNathaniel Pushee Mrs.lee English 10 March 10, 2017 Forrest Gump Research paper Intro: Forrest Gump was in college between the 1961 and 1966 Sports: Forrest Gump during his college year played football for Alabama. He became a star player because of his ability to run faster than most college players. While he was in college there were other major sporting events going on. In the college mainstream, there was the 1961 College Football National Championship Between Alabama and Ohio State. Alabama’sRead MoreAnalysis Of The Movie Forrest Gump 927 Words   |  4 PagesLieutenant Dan Taylor, from the movie Forrest Gump, was initially an â€Å"ordinary† character known to have a family line tradition of someone dying in each war. He was the next family member to serve, in the Vietnam War. Despite beating the odds of not dying, he still faced a near death tragedy. In Vietnam, he lead a platoon that was encountered an ambush by the Vietcong. During the surprise attack, he ordered a Napalm bomb drop against the enemies. Lt. Dan was convinced he was the next to follow theRead MoreAnalysis Of The Movie Forrest Gump 878 Word s   |  4 PagesForrest Gump tells the story of a man, who while slightly mentally and physically challenged, is to lead a life full of experiences and wonderment. The audience is teleported to the 1960’s American South and around the globe as they follow Forrest on this journey. By using historical footage, he is placed in seemingly recorded events. The simple love story is interwoven with the upheavals of the Vietnam era, the violent war sequences and solitude he requires to make sense of his changing lifeRead MoreMovie Analysis : Forrest Gump1195 Words   |  5 Pagesinterruptive publicizing expels them from the diversion. The movie that I chose was Forrest Gump. The motion picture Forrest Gump takes after the life occasions of a man who shares the name as the title of the film. Gump faces numerous tribulations for the duration of his life, yet he never gives any of them a chance to meddle with his satisfaction. From wearing leg braces, to having a beneath normal IQ and notwithstanding being shot, Gump keeps on trusting that great things will happen and pursues

Apple vs Microsoft Free Essays

Everybody thinks Apple is younger than Microsoft, but Apple was born in 1976, just one year after Microsoft corporation. They develop two different ways to produce the same product, Microsoft has developed a computer platform more popular than the Apple platform. Indeed, Microsoft Softwares came in the market as a reference, due to the easiest compatibility network. We will write a custom essay sample on Apple vs Microsoft or any similar topic only for you Order Now In the other hand, Apple increased on the ten last years. The main problem of this war implies the consumer. How do you make your decision between two products , when they are globally similar ? Microsoft has developed an Operating System which is easy to use for anyone, and the majority of the computer have installed the O. S Windows . Moreover, a personal computer stays less expensive than an Apple computer. Behind the graphics and the user interface, technically the core of the system grant a lot of flaws, that imperil the security of the O. S. Apple bets on the design and efficiency to equal the windows industry. The O. S on the Apple computers is named  «MAC O. S ». The core of the system is very stable and very safe. Indeed, virus aren’t made for the Macintosh O. S. So a lot of consumers chose Apple for the security. The price for the Apple computers are the most expensive, and most of softwares can’t be used on MAC O. S computers. Apple and Microsoft were born together, but one pretend to a quality and luxurious product, and the other is made to satisfy another public who cares about price, but doesn’t stand with design. They have a common market, but for different client companies which don’t need the same product, so apple software is designed for the student whereas Microsoft software supply to the professional demand. What’s more, recently Apple goes through Microsoft in the highest trade price to the second place of the most powerful company. To my mind, Apple is better than Microsoft because it turned to a younger public, which is the beginning of the next generation. But for the 40 last years, Microsoft sold more laptops and computers than Apple. Today, Apple is getting better than Microsoft, how can we explain this mind changing? (360 words) How to cite Apple vs Microsoft, Papers

Hook For A Gothic Essay Introduction Example For Students

Hook For A Gothic Essay Introduction InfluenceThe church in the Middle Ages was a place that all people, regardless ofclass, could belong to. As a source of unity, its influence on art andarchitecture was great during this time. As society drew away from the feudalsystem of the Romanesque period, a new spirit of human individualism began totake hold; alas, the birth of Gothic. Here, the Church became a place wherehumanity became more acceptable, alas becoming the ideal place to visual suchnew ideals. The beauty and elegance of Gothic architecture is depicted most inthe great cathedrals of the 12th, 13th and 14th centuriesSt. Denis, NotreDame, Chartres, Salisbury, Durham, Amiens, and more. The experience of lookingat one of the great gothic cathedrals is to look up towards God. Indeed, mostGothic structures emphasize the vertical, drawing ones eyes upwards towardthe heavens with the awesomeness of God. These cathedrals were built withtowering spires, pointed arches and flying buttresses giving impressions ofharmony and l uminosity. One of the major accomplishments of the 12th and 13thcenturies was to develop the engineering mastery of the ribbed vault, pointedarch and flying buttress to create a great cathedral that is at once taller,lighter, wider, and more elegant than the ones before. Even though the pointedarch could support more weight than its predecessors, there was still theproblem of finding a way to support the heavy masonry ceiling vaults over widespans. In order to support the outward thrust of barrel vaults, vertical supportwalls have to be very thick and heavy. What makes possible the extensive use ofribbed vaulting and pointed arches to open and lighten the walls andspace of the cathedral is the flying buttressan arched bridge above theaisle roof that extends from the upper nave wall, where the lateral thrust ofthe main vault is greatest, down to a solid pier. Jansen, History of Art, p. 407. The effect is to add structural strength and solidity to the building. Thevisual appearance of changes from the Early and Later or High Gothic are clear,as each cathedral became increasingly narrower and taller. For instance, comparethe nave elevations of Notre-Dame to Amiens Text, fig. 442, p. 333, thepointed arches of Amiens are significantly taller and narrower than the muchearlier Notre Dame. The mastery of the flying buttress allowed medieval buildersto construct taller and more elegant looking buildings with more complex groundplans. Encyclopedia Britannica 97 describes the flying effect of thisbuttress of hiding the masonry supports of the structure: a semi-detachedcurved pier connects with an arch to a wall and extends (or flies) to theground or a pier some distance away. The delicate elegance of Gothic cathedralsis different from the Heavy buttresses jutting out between the chapels ofRomanesque churches,. From the outside, aesthetic consideration of the flyingbuttresses was significant and its shape could express supportaccording tothe designers sense of style. The flying buttress was first used on amonumental scale at Notre Dame From the outsider the flying buttresses create aseemingly bewildering mass of soaring props, struts, and buttresses, yet blendin with the rich sculpture and elaborate portals of the West faà §ade,giving the appearance of a three-story layout. Text. P. 325-326, fig. 429 (This contrasts visually with the plans that show the buttresses as massiveblocks of masonry that stick out from the building like a row of teeth.Text. P. 325, Fig. 426.) At Chartres the flying buttress is more unique, thehalf arch is made of smaller arches that give more height to the alreadynarrower and more vertical walls of the nave., as well as blending in with thecolonnaded triforium wall of the nave Text, p. 329, fig. 434, fib. 437. InEngland, the flying buttress appears almost as an afterthought whereverticality is not as important. English Gothic style emphasizes a long,low, sprawling character compared to the compact, vertical of French Gothic. .ud08e234e53bbc17970665e26f293009d , .ud08e234e53bbc17970665e26f293009d .postImageUrl , .ud08e234e53bbc17970665e26f293009d .centered-text-area { min-height: 80px; position: relative; } .ud08e234e53bbc17970665e26f293009d , .ud08e234e53bbc17970665e26f293009d:hover , .ud08e234e53bbc17970665e26f293009d:visited , .ud08e234e53bbc17970665e26f293009d:active { border:0!important; } .ud08e234e53bbc17970665e26f293009d .clearfix:after { content: ""; display: table; clear: both; } .ud08e234e53bbc17970665e26f293009d { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ud08e234e53bbc17970665e26f293009d:active , .ud08e234e53bbc17970665e26f293009d:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ud08e234e53bbc17970665e26f293009d .centered-text-area { width: 100%; position: relative ; } .ud08e234e53bbc17970665e26f293009d .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ud08e234e53bbc17970665e26f293009d .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ud08e234e53bbc17970665e26f293009d .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ud08e234e53bbc17970665e26f293009d:hover .ctaButton { background-color: #34495E!important; } .ud08e234e53bbc17970665e26f293009d .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ud08e234e53bbc17970665e26f293009d .ud08e234e53bbc17970665e26f293009d-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ud08e234e53bbc17970665e26f293009d:after { content: ""; display: block; clear: both; } READ: peer pressure EssayText. P. 336) Flying Buttresses also made the personification of Gothic artpossible, as it allowed for almost no structure support in the walls. The flyingbuttress lends the interior illusion of being amazingly airy andweightless because the masonry supports are hidden and visible only from theoutside. Since flying buttresses are perpendicular to the walls, interveningwall spaces could be opened up between the buttresses. As the walls werethinner, stained glass windows gradually came to replace masonry. Later Gothiccathedrals appear to be only thin skeletal frames of masonry. Wall surfaces ofHigh Gothic churches thus have the appearance of transparent an d weightlesscurtains. The spiritual and mysterious quality of light is an important elementof the religious symbolism of Gothic cathedrals..While the stained, coloredglass windows of this period gave the churches novel lighting affects, they didnot make the churches lighter (the glass was heavily colored). While theuse of stained glass was limited during the Romanesque period, the firstextensive use as in the rebuilding of St. Denis. As cathedrals became taller andwider, windows became larger to allow more space for stained glass. BibliographyEncyclopediaBritannica 97. CD-ROM Gothic Architecture and Art. The ColumbiaEncyclopedia, Fifth Edition Copyright 1993 Janson and Janson. History ofArt.

Miracle-Ear Interviewing Guide Essays - Computer Performance

Miracle-Ear Interviewing Guide Candidate : Marie Weirich Location: Hopkinsville Position: PCC Salary: Availability: Actively Looking __________________________________________________________________________________________ Scalability : Assess if the candidate has the potential to grow beyond entry level performance . How did you hear about the opportunity ? What prompted your interest ? Are you presently working? Sustainability : Assess if the candidate is looking for a career or just their next job. What do you feel is your greatest professional accomplishment ? What steps have you taken to learn and grow in your career? How do you feel you will elevate our team performance? W hat steps do you take to learn how to use new technology or software? How do you handle objections based on cost? Summary:

25 Synonyms for Story

25 Synonyms for Story 25 Synonyms for â€Å"Story† 25 Synonyms for â€Å"Story† By Mark Nichol So, you’re writing a story? What kind of story? No, don’t unreel the plot for me. Provide some context for the narrative style by telling me what your model is for your tale. This is not about genre, though there may be some overlap; it’s all about the form. Choose from one or more of these words denoting the storytelling technique: 1. Account: a retelling of an event or series of events, sometimes with a connotation of bias or at least subjectivity 2. Anecdote: a short, entertaining story, often involving the person telling it 3. Allegory: a story that expresses ideas about human nature through the actions of stock characters undergoing challenges 4. Annals: historical records of events, generally without subjective annotation 5. Bedtime story: a story read or recited to children before they go to sleep, or anything resembling one at face value or ironically 6. Bildungsroman (German: â€Å"education novel†): a novel that charts the lead character’s psychological development 7. Chronicle (see annals) 8. Exemplum: an anecdote or similar story intended to provide a moral or argue a point 9. Fable: a story with supernatural or imaginary elements (such as anthropomorphic animals), often to make an observation about human nature 10. Fairy tale: a story with improbable elements including magic, often incorporating such formulas as a quest, a granting of three wishes, and triumph over evil forces 11. Folktale: a tale originally passed down orally featuring vague, universal story elements 12. Legend: a story significant to a culture and originally passed down as if it had actually occurred 13. Myth: a putatively factual account from the distant past that figuratively explains a cultural phenomenon 14. Narrative: a relation of factual or fictitious events 15. Novel: a long, complicated story featuring an assortment of characters experiencing a series of events 16. Novelette: a short novel 17. Novella (see novelette) 18. Parable: a short tale that a religious or moral principle 19: Record: (see annals) 20: Roman a clef (French, â€Å"novel with a key†): a story with thinly disguised versions of actual characters and events 21: Short story: a tale shorter than a novel, featuring relatively few characters and focusing less on plot than on mood 22: Short short story: an especially brief story 23: Tall tale: a story intended to entertain through the introduction of exaggerated elements 24: Urban legend/urban myth: a moralistic or sensational story presented and widely perceived as fact 25: Yarn: a story that is adventurous or humorous or both, and perhaps is a tall tale (see â€Å"tall tale,† above) Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Vocabulary category, check our popular posts, or choose a related post below:5 Uses of Infinitives26 Feel-Good Words30 Words for Small Amounts

150 Famous Writing Quotes to Inspire You Right Now

150 Famous Writing Quotes to Inspire You Right Now 150 Famous Writing Quotes to Help You During Every Stage of Writing When you're feeling stuck on your novel, an important thing to remember is that we've all been there in the past. That's right - even the J.K Rowling's and Ernest Hemingway's of this world. Which is why it's always a great idea to turn to your most famous peers (and their writing quotes) for inspiration.Without further ado, here are 170 writing quotes  to guide you through every stage of writing. (Yes! We've added more since we first published this post!) Discover 170 famous writing quotes inside to inspire your own writing! The number one piece of advice that most authors have for other authors is to read, read, read. Here’s why.1. â€Å"If you don't have time to read, you don't have the time (or the tools) to write. Simple as that.† - Stephen King2. â€Å"You should write because you love the shape of stories and sentences and the creation of different words on a page. Writing comes from reading, and reading is the finest teacher of how to write.† - Annie Proulx3. â€Å"Indeed, learning to write may be part of learning to read. For all I know, writing comes out of a superior devotion to reading.† - Eudora Welty4. â€Å"Read, read, read. Read everything  -  trash, classics, good and bad, and see how they do it. Just like a carpenter who works as an apprentice and studies the master. Read! You'll absorb it. Then write. If it's good, you'll find out. If it's not, throw it out of the window.† - William Faulkner5. â€Å"I kept always two books in my pocke t: one to read, one to write in.† - Robert Louis Stevenson6. â€Å"The Six Golden Rules of Writing: Read, read, read, and write, write, write.† - Ernest Gaines7. â€Å"The greatest part of a writer’s time is spent in reading, in order to write; a man will turn over half a library to make one book.† - Samuel Johnson8. â€Å"Read a thousand books, and your words will flow like a river.† ― Lisa See9. â€Å"One sure window into a person’s soul is his reading list.† - Mary B. W. Tabor As any writer knows, there are no actual â€Å"rules† in this craft. That said, these writing quotes reveal some famous principles in writing that won’t let you down.125. â€Å"Don’t tell me the moon is shining; show me the glint of light on broken glass.† ― Anton Chekhov126. â€Å"My own experience is that once a story has been written, one has to cross out the beginning and the end. It is there that we authors do most of our lying.† - Anton Chekhov127. â€Å"There are three rules for writing a novel. Unfortunately, no one knows what they are.† - Somerset Maugham128. â€Å"Any word you have to hunt for in a thesaurus is the wrong word. There are no exceptions to this rule.† - Stephen King129. â€Å"Substitute 'damn' every time you're inclined to write 'very;' your editor will delete it and the writing will be just as it should be.† - Mark Twain130. â€Å"Find your best time of the day for writing and write. Don†™t let anything else interfere. Afterwards it won’t matter to you that the kitchen is a mess.† - Esther Freud131. â€Å"Here is a lesson in creative writing. First rule: Do not use semicolons. is, you really need less†¦ My model for this is late Beethoven. He moves so strangely and quite suddenly sometimes from place to place in his music, in the late quartets. He knows where he’s going and he just doesn’t want to waste all that time getting there†¦ One is aware of this as one gets older. You can’t waste time.† - Ursula K. Le Guin140. â€Å"Part 1. I notice that you use plain, simple language, short words and brief sentences. That is the way to write English - it is the modern way and the best way. Stick to it; don’t let fluff and flowers and verbosity creep in.Part 2. When you catch an adjective, kill it. No, I don’t mean utterly, but kill most of them – then the rest will be valuable. They weaken when t hey are close together. They give strength when they are wide apart.Part 3. An adjective habit, or a wordy, diffuse, flowery habit, once fastened upon a person, is as hard to get rid of as any other vice.† - Mark Twain "I love deadlines. I like the whooshing sound they make as they fly by," and more writing quotes inside â€Å"You miss 100% of the shots that you never take - Wayne Gretsky,† as Michael Scott once said. In tribute to this sentiment, these writing quotes help show why it’s important not to let failure or rejection get you down.141. â€Å"You can’t let praise or criticism get to you. It’s a weakness to get caught up in either one.† - John Wooden142. â€Å"Rejection slips, or form letters, however tactfully phrased, are lacerations of the soul, if not quite inventions of the devil - but there is no way around them.† - Isaac Asimov143. â€Å"Was I bitter? Absolutely. Hurt? You bet your sweet ass I was hurt. Who doesn’t feel a part of their heart break at rejection. You ask yourself every question you can think of, what, why, how come, and then your sadness turns to anger. That’s my favorite part. It drives me, feeds me, and makes one hell of a story.† - Jennifer Salaiz144. â€Å"I love my rejection slips. They show me I t ry.† - Sylvia Plath145. â€Å"I would advise anyone who aspires to a writing career that before developing his talent, he would be wise to develop a thick hide.† - Harper Lee147. â€Å"I used to save all my rejection slips because I told myself, one day I’m going to autograph these and auction them. And then I lost the box.† - James Lee Burke148. â€Å"This manuscript of yours that has just come back from another editor is a precious package. Don’t consider it rejected. Consider that you’ve addressed it ‘to the editor who can appreciate my work’ and it has simply come back stamped ‘Not at this address’. Just keep looking for the right address.† - Barbara Kingsolver149. â€Å"To ward off a feeling of failure, she joked that she could wallpaper her bathroom with rejection slips, which she chose not to see as messages to stop, but rather as tickets to the game.† - Anita Shreve150. â€Å"Remember: whe n people tell you something’s wrong or doesn’t work for them, they are almost always right. When they tell you exactly what they think is wrong and how to fix it, they are almost always wrong.† - Neil Gaiman151. â€Å"The artist doesn’t have time to listen to the critics. The ones who want to be writers read the reviews, the ones who want to write don’t have the time to read reviews.† - William Faulkner152. â€Å"I think that you have to believe in your destiny; that you will succeed, you will meet a lot of rejection and it is not always a straight path, there will be detours - so enjoy the view.† - Michael York153. â€Å"I went for years not finishing anything. Because, of course, when you finish something you can be judged.† - Erica Jong154. â€Å"I tell writers to keep reading, reading, reading. Read widely and deeply. And I tell them not to give up even after getting rejection letters. And only write what you love.â₠¬  - Anita Diamant155. â€Å"I could write an entertaining novel about rejection slips, but I fear it would be overly long.† - Louise Brown156. â€Å"I had immediate success in the sense that I sold something right off the bat. I thought it was going to be a piece of cake and it really wasn’t. I have drawers full of - or I did have - drawers full of rejection slips.† - Fred Saberhagen157. â€Å"An absolutely necessary part of a writer’s equipment, almost as necessary as talent, is the ability to stand up under punishment, both the punishment the world hands out and the punishment he inflicts upon himself.† - Irwin Shaw158. â€Å"Failures are finger posts on the road to achievement.† - C. S. LewisWhy does writing matter? If there’s anyone who might know the answer, it’s the people who write - and continue to write, despite adverse circumstances. Here are a few pennies for their thoughts.159. â€Å"Every secret of a wri ter’s soul, every experience of his life, every quality of his mind, is written large in his works.† - Virginia Woolf160. â€Å"If the book is true, it will find an audience that is meant to read it.† - Wally Lamb161. â€Å"A word after a word after a word is power.† - Margaret Atwood162. â€Å"If you want to change the world, pick up your pen and write.† - Martin Luther163. â€Å"The purpose of a writer is to keep civilization from destroying itself.† - Albert Camus164. â€Å"Good fiction’s job is to comfort the disturbed and disturb the comfortable.† - David Foster Wallace165. â€Å"After nourishment, shelter and companionship, stories are the thing we need most in the world.† - Philip Pullman166. â€Å"All stories have to at least try to explain some small portion of the meaning of life.† - Gene Weingarten167. â€Å"If a nation loses its storytellers, it loses its childhood.† - Peter Handke168. à ¢â‚¬Å"The difference between fiction and reality? Fiction has to make sense.† - Tom Clancy169. â€Å"If I had to give young writers advice, I would say don’t listen to writers talking about writing or themselves.† - Lillian Hellman170. â€Å"Don’t take anyone’s writing advice too seriously.† - Lev GrossmanOf course, writing quotes by themselves won't write the book for you - you alone have that power. However, we hope that this post has helped inspire you in some way! If you're looking for more in-depth resources, you can check out these guides:How to Write a NovelHow to Develop a Strong ThemeHow to Build a Character ProfileHow to Become a Better Writer TodayHave a favorite quote that we missed? If you know of more cool quotes by writers, write them in the comments!

Project Management in a Changing Environment Coursework

Project Management in a Changing Environment - Coursework Example A new body of knowledge was evolved, which came to be known as Project Management. Over the years, the science of Project Management has developed enormously and many scholars and practitioners have introduced various tools and techniques to enrich it. Â  Internet, computers, project management software etc have enhanced the pace of development of project management.Successful completion of a project on time with the use of limited resources and minimum cost is the main objective of project management. But, project management in modern times is no longer possible by paying attention to resources, cost and time alone. The project managers are forced to look beyond time, cost and resources. The traditional tools and techniques such as Gantt chart, PERT/CPM networks became powerless and attainment of project objective remained a dream for the competent project managers. A careful analysis has been made in various areas of project management and finally reached a way-out that project ma nagers need to have a check on the rapidly changing environment in which the project needs to be materialized.Every project is carried out in a set of complex factors. The totality of all such factors is known as the project environment. Time, organizational factors, a legal system, political system, technology structure, economic system, socio-cultural system are some of the factors in the project environment. All these factors are likely to affect projects and the success depends upon how the project manager and his team respond and adapt to the changes. The basic principles of project management still remain effective in any contexts regardless of size and time. But the resources, budgets, methods, and tools of the project depend upon the environment. If today’s projects are managed by the tools of the past, the probability of failing the project is very high. That does not mean that traditional tools are ineffective in modern times. Thus, before implementing the tools, th ey must be made adaptable to the changed resources, budgets.

Illegal Immigration Research Paper Example | Topics and Well Written Essays - 2750 words

Illegal Immigration - Research Paper Example Mexico is the leading source country for US immigration as 31% of America’s foreign born citizens are from Mexico. Interestingly, 5.9 million out of the estimated 10.3 million unauthorized people in America are Mexicans (Hanson, 2006).This forms 56% of the Mexican presence in America. The geographical proximity can be accounted as the major reason for this trend. The analysis of cultural, economical and social costs incurred by the country in this process would reveal information confirming the need to check illegal migration. One very important factor which magnifies the impact of illegal migration is its unaccountability. There are no records on how the large quantum of immigrants influences various nationally relevant issues. The benefits of policy interventions by the government meant of its citizens are received in a large scale by the illegal immigrants. Owing to the unaccountability of people living illegally in the country, quantifying this is difficult. This results i n deterioration in the expected results of the policies. Resultant would be the social, cultural and economic costs associated with this. Taking these serious implications into account, it is very important for the Government of United States to control illegal migration. As Mexico border being the most susceptible in this regard, special attention need to be given in this area. Many of the policy statements of the American government emphasize on the issue of illegal immigration as of prime importance. Despite this, the statistics on migration suggests increasing trends on illegal immigration. The objective of this essay is to critically analyze the impacts of illegal migration on national security, economy, culture and the... From the research it can be comprehended that the most important and potentially risky impact of illegal migration is the concern that it poses over national security. The Commission report on the 9/11 has stated that the visas given to terrorists are as harmful as the most detrimental weapons. The report has revealed interesting statistics on t illegal immigration. It has been stated that almost 500 million people cross the US borders of which 330 million are non citizens. Hayworth, John D & Eule, Joe has opined that the major concern is over the other 500,000 people who enter the American soil illegally or who overstay in the country despite the visa expiry. This population may cause irreparable damage to the country and would spread antinational feelings. A factor of increasing concern is that the production of fraud travel documents has more or less become a business. The investigations on the 9/11 attack has revealed a number of forgeries relating to driving licenses, Social sec urity cards, vehicle registration ,insurance documents and many other nationally sensitive documents. In general, illegal immigrations, sham marriages to attain permanent residency and forgery of documents to extend the stay, all has been observed in association with terrorist activities. Thus for the sake national security, it becomes very important for the government to put an urgent stop to illegal migration and the allied activities.

Breaking Into Advertising and Staying Essay Example for Free

Breaking Into Advertising and Staying Essay In the life of an individual, it is seen that building a great and stable career in a line of work that he/she personally likes and loves to do is one of the foremost undertakings that is considered to be a difficult task. Thus, this requires a bountiful amount of effort and courage for a person to achieve a stable career and to be situated in a position that he or she prefers to be in. Advertising Industry, on the other hand, as linked to the discussions about career, is considered to be one of the most stimulating and exciting line of businesses in which there are numerous number of aspirants who are hoping to penetrate the scene and be a part of it. Also, the advertising business is regarded as included in the most competitive and strongest industry that could ensure a bright future ahead for anyone who could make it to the top of the industry competition. However, as far as the aspect of employment is concern, establishing a career in advertising industry is seen to be one of the most difficult and tricky task to do. Thus, this is where the book entitled â€Å"Pick Me: Breaking into Advertising and Staying There† is primarily intended for, which is to serve as a guide and as an essential reading in helping people to land a job and survive under the pressure of the industry that is once regarded to be included in the list of the most competitive ones. The book is primarily written to provide a reading material to be able to guide the people, more especially those who aspire to establish a career in the advertising industry, to land in a job and handle the pressure which serves as the characteristic of the said business. The book is authored by two of the most reliable individuals in the field of advertising who have worked as creative directors and are closely creative partners namely Nancy Vonk and Janet Kestin. The primary objective of the two is to render people definite information as to how could they acquire a position in a business world such as advertising. As such, from the majority of the book, the information is essentially rendered to answer the questions of people or students with regard to having a stable job and establishing a career in the said industry. In addition to this, the book is also co-authored by a group of fourteen individuals, who are regarded as famous persons in the advertising industry, who have also provided and shared their own insights as well as personal experiences that have been instrumental for them to enter the careers they are in today and excel in it. Nonetheless, through the background and capabilities of the people behind the ideas, it is seen that the book is effective in achieving and functioning to what it principally intend. The book is seen to be precise with its aims and goals. Being aware that the establishment of career in the advertising industry is a tricky task, the writers have stated and rendered their information in the most positive way that the readers could have a grasp of the messages they intended for. Thus, the approach of the writers in rendering their thoughts is seen to be concise wherein the book incorporates the list of the typical questions and concerns by the person with regard to the topic and renders the appropriate answers accordingly. Likewise, a clear statement of the issue and topic which tells about the link between employment and the difficulties of establishing a career in advertising industry has been key factor that paves the way to definite results as well as conclusions for the book. According to the writers, it is important for a person, more especially for those who aspires for a job in the said industry, to know exactly and render accordingly his or her goals as well as the things that he or she wants to achieve to be able to employ a clear pathway and focus in the progress of his or her career. Also, the writers have clearly stated the point that a formal educational background is significant, although not the sole essentials, in establishing a career and making it to the top of entire advertising industry. Thus, talent, skills, passion and dedication are regarded as factors that are required to be able to establish a long-time career and succeed in the said industry. In addition to this, the thoughts of fear and self-antipathy should be conquered in order to establish a career, stay and succeed in the advertising business. Likewise, the fresh and new ideas are seen to be a vital ingredient of success in the advertising industry which could place a person in a stable and healthy ground for his or her career in the industry. This could also improve and determine the reliability of one’s capabilities in the industry to come up with a brilliant notion that could help the clients and publicize a product more towards greater results. From a personal point of view, it can be said that the points and statements written above, as per the writers’ standpoint, are all essential and significant in a way that it renders clear notions for the people that have the dreams of making it in the advertising industry. Thus, most of the points that have been depicted in the book are all supported and explained through the incorporation and a mixture of personal experiences industry as well as logical reasoning that is connected to the entire context of society. Likewise, knowing the fact where the writers are coming from employs more wisdom in the points that have been stated in the pages. Moreover, the idea of stating a clear focus and goal is indeed essential in establishing a career. This renders a definite way and serves as a focal point as to where the progress of career is heading. The presence of formal education, on the other hand, is also seen as significant wherein it should serve as roots for knowledge or notions that should be further enhanced by the personal capabilities and talent. Also, talents, capabilities and dedication in the job is definitely instrumental in order to establish and stay in a line of career for a long period of time. Nonetheless, saying that confidence is a must in landing to a job and staying in the advertising industry is absolutely significant. Thus, the existence of self-loathing should be conquered in order to employ a steady job environment and pave the way for continuous personal and career growth. Likewise, it can be said that the most important point in the book is the argument that focus and goal stipulated with passion and dedication are in fact an essential formula to establish a career and survived the challenges of being employed, more especially in the advertising industry. In the end, with the above written facts and information about the book, it could be stated the information and thoughts depicted in the book are all factual as well as helpful fundamentals towards having a decent job or position and staying in the advertising industry. Thus, it is certain that the book and the writers are successful in achieving their goals as well as in serving their purpose that is seen to render a tangible reading guide for the people who aspire to land in a job and establish a career in the advertising industry. Nonetheless, all the thoughts and information rendered in the book are useful and obliging for the readers as all of the points and statements are supported with relevant real world experiences and factual evidence that are tested to have produced positive results about the topic. Reference Vonk N. and Kestin J. (2005). Pick Me: Breaking Into Advertising and Staying There. United States: Wiley-IEEE.

The secret of Wal-Marts success :: essays research papers

The world's largest retailer, Wal-Mart, is moving into Europe, and the UK is its second target after Germany. BBC News Online's Tim Weber looks at the secrets behind the company's success. The figures make the owners of corner shops and small retail chains shudder: Wal-Mart operates 3,601 stores, employs more than 910,000 people world-wide, sales amounted last year to $137.6bn (Â £85.7bn) - equivalent to a tenth of Britain's total economic output. Patrick O'Connell: The largest retailer in the world began life as a single store in Arkansas The company serves about 90 million customers every week and has stores in the United States, Puerto Rico, Canada, China, Mexico, Brazil, Germany, Argentina and South Korea. Where Wal-Mart treads, competitors tremble. UK supermarkets will face tough times, but consumers are bound to reap the benefits. Expansion Wal-Mart is the grand-daddy of all discount chains. Its huge US stores, twice the size of the largest European hypermarket, sell everything from food to clothing to sporting goods to hardware. Richard Quest delves into the secret of Wal-Mart's success Operating from cheap out-of-town warehouse sites, Wal-Mart's discount prices have trounced the competition. After the death of founder Sam Walton in 1992, the company briefly seemed to have lost its way. But under the guidance of new chief executive and chairman David Glass it soon re-invented itself. Wal-Mart offers a one-stop shopping experience, from groceries and clothing to hardware and work-out equipment Wal-Mart is now stronger than ever. Sales are rising again - up 17% last year. Strong consumer spending in the United States has helped the company's fortunes. But the main driving force of future revenues will be Wal-Mart's programme of relentless international expansion. In Europe the company has only entered the German market so far, buying 21 Wertkauf stores a year ago and adding 74 Interspar shops last autumn. Bob Martin, president of Wal-Mart's international operations, says he wants to serve "a good deal of Europe". And one of his vice-presidents, Carlos Criado-Perez, adds: "We are looking for any open door that could open in Europe." Wal-Mart wants to set up shop in cyberspace as well. Mr Martin believes the Internet is "at the threshold" of taking off and he wants his company to be "a dominant player". The secret of Sam's success Wal-Mart is a relatively young company, founded 37 years ago by Sam Walton. Sam Walton, self-made man and an American legend

Riding a Bike vs Driving a Car

Brian Morris Dr. Bunnell 11/25/2012 Revised Draft Compare/Contrast Essay Young children always hit that age where all they want to do is learn how to ride a bike; well for the most part young children. They pray for a new bicycle for Christmas and the day hits them like homework on a school night, that they most likely forgot about. Many have the audacity to try to learn without training wheels, but usually fail. Over time they start to realize there are bigger and better things in life such as learning how to drive a car. They constantly beg their parents to let them practice driving or to get their hands on a pair of new car keys.Both learning how to drive a car and learning how to ride a bicycle surprisingly have many differences as well as similarities. Learning how to ride a bike starting off to some may seem easy, but is generally difficult to most. Learning this is one of the most popular as well as important tasks to growing up. One's body is simply not used to the gravitatio nal pull and balance when their feet begin liftoff, ending at the landing zone of the foot pedals. Most require the assistance of training wheels to begin practice of riding a bike. With these, there is a total of four wheels, making little to no individual balancing skill.Training wheels also help people learn to control their pedaling speed, movement, and turning. Once training wheels are taken off, the true test to be passed is about to begin. These next few steps to riding a bike with perfection are much different than learning how to drive a car. Stumbling and falling over is a constant problem when starting to ride a bike. On the other hand, a person cant fall over when driving in a car! With practice, learning to ride in a straight line eventually is a â€Å"piece of cake†. Next is learning how to turn while pedaling forward. The trick is not to lean one's entire body while turning.This will simply makes people lose their balance and therefore, fall. Again, practice is key to be able to turn correctly with a stabilized balance. Finally, braking is the final thing to learn. This is the simplest, and can be done with little practice. Brakes are located by the handlebars on a bicycle, while the brakes are located by the feet when driving. Some people say learning to sync one's feet to use the brakes in a car is like learning how to write with another hand. When one can fully ride a bicycle, there are huge advantages and differences over driving a car.First, people can get fit from riding a bicycle around! Sitting in a car seat instead of pedaling with legs is not going to help someone lose weight. Yet another difference between the two is cars release pollutants into the atmosphere, while bicycles release 100% clean energy. Teenagers go crazy the day they hear, â€Å"Congratulations, you passed your drivers exam†. To be able to hear those magic words, it takes true time and dedication. The day a teenager obtains their learners permit, their w orld changes. They start obsessing about learning how to drive but there are abilities that need to be learned.First, they must learn how to properly use the gas and brake pedals. This may be one of the easiest to some, but the hardest to others. A common error is confusing the brake between the gas which can be extremely drastic. Next, they must learn how to turn, and to be able to understand their surroundings. Drivers need to know much more about their surroundings, than bicyclists in general. There are literally hundreds of street signs that must be interpreted to get a drivers license. On the contrary, there are little to no street signs used for bicyclists, except in some areas.Finally, practicing to drive in a variety of weather conditions are the final skill that must be achieved to be a good driver. Snow and rain are the major weather types that make driving, as well as bicycling difficult. Driving a car legally is a privilege and truly has distinct differences. One major d ifference between riding a bike and driving a car, is that when driving, there is a lot more practice involved. There are also no licenses or permits for riding a bicycle. Using a bicycle as a form of transportation is much cheaper, being that the average bicycle is $40-$1000, while the average car generally ranges from $750-$25,000.Another difference is that in driving, there are many more aspects to take into consideration that require attention. On the other hand, there are multiple similarities between driving a car and riding a bike. The main one is that with time and dedication, both of these abilities can be achieved. Also, major coordination as well as focus is necessary to be able to do either tasks. Finally, there needs to be a form of assisting, such as parents or a friend to teach someone how or to practice driving/riding a bike. How can these two topics relate to an adults life?Both of these also are a great form of transportation that have been used for years and many more to come. Drivers need to be wary about bicyclists, and vice versa. Cars as well as bicycles also need to be properly checked often on their tire pressure, and even brake lines. Driving on a flat tire or having worn out brake lines can be quite the unexpected occurrence. In conclusion, learning how to ride a bike and learning how to drive a car both have similarities while being two completely different skills. Riding a bike and driving a car are two forms of transportation although one is faster than the other.They both require a large amount of hand-eye coordination although bicycling requires more balance. Learning how to ride a bike is a milestone in a young child's life, while learning how to drive a car is a milestone in a teenager's life. A big part of learning how to ride a bike and learning how to drive a car is putting in the time and effort and getting enough practice. Without practice and determination, the skills needed for both activities would not be adequate enou gh for safe travel. Whether similar or different, learning how to ride a bike and learning how to drive a car are both essential lessons in one's life.

Beazer Homes Case Essay

Investors were lead to believe that the company financials were healthier than they actually were, as evidenced by the changes noted when the financial statements had to be restated. As a result of doing this, investors who were under the impression of a healthier position, continued to invest in an organization that was essentially doing nothing more than stealing their money; money which could have been invested into a different enterprise rather than padding the pockets of executives that didn’t earn it. As a result of having to restate financial statements, the per share price of Beazer Homes dropped from the $35/share price level in may, to approximately $11/share by the end of July. This is a significant loss in wealth for investors. In addition to the allegations against Mr. Rand for possible accounting fraud, allegations were also brought against Beazer Homes for mortgage fraud. To address the question as to which is a more serious offense, it would be our opinion that both would carry an equal weight of seriousness. On the one hand, investors were misled, as noted above, and this led to a significant loss of wealth for many, especially those individuals and/or institutions that may have held a large position. On the other hand, to address the issue of mortgage fraud, new homeowners were oftentimes cheated out of money that they paid to Beazer Homes. A example of this is when Beazer Homes would require purchasers to pay a fee for â€Å"interest discount points† at closing. Then Beazer Homes would keep the cash received and not lower the interest rate. This is just one example, but it can be an extremely costly one when you look at how much a . 25 percent or . 5 percent reduction in an interest rate can be over the life of a 20 or 30 year fixed rate mortgage; that’s if Beazer Homes wasn’t trying to convince people that an adjustable rate or hybrid mortgage would be better for their situation. Additionally, Beazer Homes ignored income requirements when making loans to unqualified purchasers, which not only put the purchaser in jeopardy of having the income needed to make their ayments, but in the event of default or foreclosure, it can have a significant impact on the home values of the neighborhood. As a result of these legal issues with Beazer Homes, the SEC issued a notice to the Beazer Homes CEO called the Wells notice. The Wells notice was created under the Sarbanes-Oxley Act of 2002, which states that if a firm has to restate their financial statements, the SEC can require the CEO and CFO to return any and all bo nuses that were received during the period of restated financial statements. Additionally, the CEO and CFO do not need to have any knowledge of errors. The SEC issued the Wells notice to the Beazer Homes CEO, Ian J. McCarthy, on 13 November 2009, indicating that the SEC would be brining a civil case against him to collect incentive compensation. In the notice issued to the CEO, there was no indication or allegations of cover-up, or misconduct, on the part of Mr. McCarthy with respect to the financial statements or other disclosures that were published during the period in question.

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.