The beginnings of a Python module that will allow programmers a simpler interface for the hypothes.is API. ![]() I'm going to look into adding that functionality to this script, but it's not ready yet. To enhance that process, you could add the appropriate path to the output file name in this script, and write a shell script that runs this script and then commits/pushes to GitHub, and then schedule that script to run at regular intervals from your computer/server. The downside to this script, which results from the way GitHub Pages works, is that you have to run it manually each time you want to fetch new annotations. You can see this script in action on my website. (I'd change the name.) Finally, add a link to the page. Then place the 'jekyllOutput.md' file it creates into your Jekyll/GitHub blog. There are comments in the script to help you. Simply open the script, change the variables at the top of the file to suit your needs, and run it. This script (still in progress) calls the hypothes.is API, searches for public annotations from a specific user with a specific hashtag, and writes the results to a markdown file that is Jekyll-friendly. But if there is a distinguished resistance to change in the team or broader organization, this will limit the amount of change that can be driven or supported by that person.įinally, as managers, we often see the need to run more clearly than the people we lead.Python scripts for interacting with the hypothes.is API. There may be a general willingness of an individual to embrace change and express creativity. ![]() Managers also must account for the context not only at the individual and team levels, but also at the broader departmental or organizational levels. It is imperative to understand the norms that the team has grown accustomed to within the organization and if any course-correction or compensation are needed to ensure the right actions are being shared and reinforced. Managers can help by sending clear signals that change is desirable, creativity is encouraged and failures are acceptable. Given that shifting environments are uncertain by design - and associates are likely trying to understand how to make sense of these scenarios - it follows that individuals struggle with the idea of knowing if and how their actions will lead to successful outcomes. The central challenge for managers is how to encourage change, continuous learning and development. a tendency to perform poorly outside the familiar framework.intolerance of the adjustment period involved in change.lack of psychological resilience when coping with change.For a more complete understanding of the factors associated with resistance, Shaul Oreg’s “Resistance to Change” in the 2003 Journal of Applied Psychology explains the common manifestations, which include While the commitment curve might explain the markers and milestones of change management, it doesn’t provide much insight into the nuances of resistance, and managers should be cautious not to oversimplify this effort or underestimate its significance. The curve implies that a manager should identify an individual’s current stage and provide the requisite information to help this person reach the next level. The curve explains the stages of personal transition as an individual’s support of an organizational change increases over time and with exposure. Rather, change can affect a person’s sense of value or belonging.Ĭhange management often is taught through a commitment curve. To overcome the inherent challenges, we must keep in mind that change typically involves more than a documented update to an associate’s responsibilities and an expectation to reshape interactions with others. So, what’s keeping us from running faster, and, perhaps more importantly, why are managers sometimes ineffective at encouraging others to do so?Īdapting and evolving as a management practice can be remarkably difficult. In this realm, the imperative to evolve comes not from aspirational pursuits, such as a promotion, but from the need to continue providing value in an environment where even “running our fastest” might not be enough. It’s important to note that competing organisms can be friendly - for instance, those that rely on the same food sources.Īpplied to our careers, we might think about adaptation and evolution as embracing change and pursuing continuous learning and development. The Red Queen hypothesis was coined in evolutionary biology to explain that a species must adapt and evolve not just for reproductive advantage, but also for survival because competing organisms also are evolving. If you want to get somewhere else, you must run at least twice as fast as that!” ![]() ![]() In the book, the Red Queen explains to Alice that her world works differently: “Now, here, you see, it takes all the running you can do, to keep in the same place. The Red Queen is a fictional character from Lewis Carroll’s Through the Looking Glass.
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