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Key Opinion Leaders – the Key to Successful Change Management
Tom O\’Dea asked:
Introduction & lt; br/& WP; & lt; br/& WP; main leaders d& #39; opinion are the most influential people of any group or organization. If you want to bring people, in particular, a great number of people, you need the l& #39; helps of the main leaders d& #39; opinion. & lt; br/& WP; & lt; br/& WP; This article définit nature and which is leaders d& #39; opinion clés, and how to find them in your organization. & lt; br/& WP; & lt; br/& WP; Qu& #39; this is qu& #39; a leader d& #39; opinion? & lt; br/& WP; & lt; br/& WP; ever intended to speak d& #39; Key Opinion Leader? main leaders d& #39; opinion, or KOL, are the people within a group who have of it more d& #39; influence. They are the people d& #39; others are à to look at, à to lead the others and of which tendency à to follow. & lt; br/& WP; & lt; br/& WP; When a new idée is lancée, when a change of personnel is made, when a process of change – the réaction of the main leaders d& #39; opinion will be more likely d& #39; être taken into account in the réaction of the group. & lt; br/& WP; & lt; br/& WP; If the main leaders d& #39; opinion & quot; get it& quot; , if they are à edge with all that is to change, and they démontrent their support, it ya a great chance, the group of road. But if the KOL is suspect, if they are not, if they are résistantes à dish, your succès as a leader is in danger. & lt; br/& WP; & lt; br/& WP; Who are the main leaders d& #39; opinion? & lt; br/& WP; & lt; br/& WP; If you think that you know who are your main leaders d& #39; opinion are, you in May for a surprise. You cannot choose, and you cannot the céder. & lt; br/& WP; & lt; br/& WP; Let& #39; S start by including/understanding which they (most probable) are not it. & lt; br/& WP; & lt; br/& WP; They probably do not include/understand you. Not that you n& #39; êtes not d& #39; influence, but you have l& #39; influence which comes with the title or the row. Majority of the main leaders d& #39; opinion draw their d& influence; #39; other sources such as l& #39; ancienneté, of crédibilité, popularité, etc & lt; br/& WP; & lt; br/& WP; They are probably not the majority as of the managers who relèvent you, for the même reason that above. & lt; br/& WP; & lt; br/& WP; Lastly, they are probably not the people of your organization, of which the opinion for you more – à less not all. & lt; br/& WP; & lt; br/& WP; clés leaders d& #39; opinion are not affectées. They évoluent with the wire of time and any group or organization. If a n& group; #39; été in même long time très does not have, it is probable that KOL& #39; S d& #39; aujourd& #39; today will not be the même in six months or a year. & lt; br/& WP; & lt; br/& WP; Thus – you know who are most likely of not your leader opinions. How do you have to know which they is? & lt; br/& WP; to find the main leaders d& #39; opinion & lt; br/& WP; & lt; br/& WP; It n& #39; is not difficult in fact. It is enough for you to ask! Hang one, before launching you in l& #39; organization, one needs être a little more précis à this subject. & lt; br/& WP; & lt; br/& WP; If you will ask for à all those which around the clé of the leaders d& #39; opinion in l& #39; organization are, they will look at drôle a little. It s& #39; d& does not act; #39; a title, and this n& #39; is not an attribution of rôles. The term Key Opinion Leader has été forgé for désigner a phénomène which occurs naturally in the groups of people. & lt; Br/& WP; & lt; br/& WP; & lt; br/& WP; One of the best tactics than j& #39; saw for l& #39; identification KOL, is to require à everyone in a d& group; #39; écrire names of the 2 or 3 people within l& #39; organization are more the respect. C& #39; is all – not qualifications, not of précisions like the respect of each one. Who are the 2 or 3 people has you more the respect? & lt; br/& WP; & lt; br/& WP; Collect all the réponses and seeks it names which generally appear. They are your main leaders d& #39; opinion. & lt; br/& WP; & lt; br/& WP; This n& #39; is not scientist. The définition of most often have much à to see with the size of your group of people. Sometimes 1 or 2 people is détachent easily. It is sometimes more à 4 or 5 people who are séparés remainder. But inévitablement, there will be a certain number of people, you will find the name with a certain fréquence. & lt; Br/& WP; & lt; br/& WP; Surprised! & lt; br/& WP; & lt; br/& WP; Has présent, you have trouvé a fundamental vérité on the KOL. Not only they are not sélectionnés or affectés by you, but they have the contrôle as much your destiny or même more than what you them contrôle. That to make if you find that l& #39; one or several of the main leaders d& #39; opinion is quelqu& #39; can’t one what quite simply respect you? & lt; br/& WP; & lt; br/& WP; & lt; Br/& WP; It n& #39; there does not have règle which says that all the KOL are influential of manière positive. It ya often one or more which is far d& #39; Positive être. And, too often, that comes like a total surprise for the leader. What do you make when that occurs for you? & lt; br/& WP; & lt; br/& WP; You êtes first goal goes être d& #39; to bring the main leaders d& #39; opinion and engagés à edge with what you test d& #39; to achieve. If you have a KOL you know that you êtes in désaccord with, you have a décision à to take. & lt; br/& WP; & lt; br/& WP; Best the résultat possible is to gain more him from your point of view, or can-être précisément work with him or d& #39; it – and other KOL& #39; S – to find a d& plan; #39; action à everyone can make. If you take this way and to réussir, people go à l& #39; opinion and of your stock as a chief to go up in flèche. & lt; br/& WP; & lt; br/& WP; If you take this way and not to réussir, all n& #39; is not lost. You will have to remove the réticences of l& #39; équipe KOL. J& #39; espère that he ya another project on which they can être affectés. Pourtant, people will see that you have donné a chance, and for this reason, you will have gagné the respect. & lt; br/& WP; & lt; br/& WP; But that to make if you know dès the départ that you can & quot; T to find a ground with this clé leader d& #39; opinion? All d& #39; access (and I go brutal être here) the fact that quelqu& #39; one in l& #39; opposition à your direction, became so influential within your organization n& #39; is not good a réflexion on you. You made an error not treat with it more tôt, now, you do not have the choice. & lt; br/& WP; & lt; br/& WP; You have an day order as a leader, you êtes something of spécifiquement test d& #39; to achieve. It implies changes in the people, the processes, and/or of technology. And you have a cancer within your organization of work against you. Can-être that you did not know qu& #39; it était l?, or you saw, but to minimize its importance. & lt; br/& WP; & lt; Br/& WP; & lt; br/& WP; the two cases, you must cut ça. & lt; br/& WP;
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Introduction & lt; br/& WP; & lt; br/& WP; main leaders d& #39; opinion are the most influential people of any group or organization. If you want to bring people, in particular, a great number of people, you need the l& #39; helps of the main leaders d& #39; opinion. & lt; br/& WP; & lt; br/& WP; This article définit nature and which is leaders d& #39; opinion clés, and how to find them in your organization. & lt; br/& WP; & lt; br/& WP; Qu& #39; this is qu& #39; a leader d& #39; opinion? & lt; br/& WP; & lt; br/& WP; ever intended to speak d& #39; Key Opinion Leader? main leaders d& #39; opinion, or KOL, are the people within a group who have of it more d& #39; influence. They are the people d& #39; others are à to look at, à to lead the others and of which tendency à to follow. & lt; br/& WP; & lt; br/& WP; When a new idée is lancée, when a change of personnel is made, when a process of change – the réaction of the main leaders d& #39; opinion will be more likely d& #39; être taken into account in the réaction of the group. & lt; br/& WP; & lt; br/& WP; If the main leaders d& #39; opinion & quot; get it& quot; , if they are à edge with all that is to change, and they démontrent their support, it ya a great chance, the group of road. But if the KOL is suspect, if they are not, if they are résistantes à dish, your succès as a leader is in danger. & lt; br/& WP; & lt; br/& WP; Who are the main leaders d& #39; opinion? & lt; br/& WP; & lt; br/& WP; If you think that you know who are your main leaders d& #39; opinion are, you in May for a surprise. You cannot choose, and you cannot the céder. & lt; br/& WP; & lt; br/& WP; Let& #39; S start by including/understanding which they (most probable) are not it. & lt; br/& WP; & lt; br/& WP; They probably do not include/understand you. Not that you n& #39; êtes not d& #39; influence, but you have l& #39; influence which comes with the title or the row. Majority of the main leaders d& #39; opinion draw their d& influence; #39; other sources such as l& #39; ancienneté, of crédibilité, popularité, etc & lt; br/& WP; & lt; br/& WP; They are probably not the majority as of the managers who relèvent you, for the même reason that above. & lt; br/& WP; & lt; br/& WP; Lastly, they are probably not the people of your organization, of which the opinion for you more – à less not all. & lt; br/& WP; & lt; br/& WP; clés leaders d& #39; opinion are not affectées. They évoluent with the wire of time and any group or organization. If a n& group; #39; été in même long time très does not have, it is probable that KOL& #39; S d& #39; aujourd& #39; today will not be the même in six months or a year. & lt; br/& WP; & lt; br/& WP; Thus – you know who are most likely of not your leader opinions. How do you have to know which they is? & lt; br/& WP; to find the main leaders d& #39; opinion & lt; br/& WP; & lt; br/& WP; It n& #39; is not difficult in fact. It is enough for you to ask! Hang one, before launching you in l& #39; organization, one needs être a little more précis à this subject. & lt; br/& WP; & lt; br/& WP; If you will ask for à all those which around the clé of the leaders d& #39; opinion in l& #39; organization are, they will look at drôle a little. It s& #39; d& does not act; #39; a title, and this n& #39; is not an attribution of rôles. The term Key Opinion Leader has été forgé for désigner a phénomène which occurs naturally in the groups of people. & lt; Br/& WP; & lt; br/& WP; & lt; br/& WP; One of the best tactics than j& #39; saw for l& #39; identification KOL, is to require à everyone in a d& group; #39; écrire names of the 2 or 3 people within l& #39; organization are more the respect. C& #39; is all – not qualifications, not of précisions like the respect of each one. Who are the 2 or 3 people has you more the respect? & lt; br/& WP; & lt; br/& WP; Collect all the réponses and seeks it names which generally appear. They are your main leaders d& #39; opinion. & lt; br/& WP; & lt; br/& WP; This n& #39; is not scientist. The définition of most often have much à to see with the size of your group of people. Sometimes 1 or 2 people is détachent easily. It is sometimes more à 4 or 5 people who are séparés remainder. But inévitablement, there will be a certain number of people, you will find the name with a certain fréquence. & lt; Br/& WP; & lt; br/& WP; Surprised! & lt; br/& WP; & lt; br/& WP; Has présent, you have trouvé a fundamental vérité on the KOL. Not only they are not sélectionnés or affectés by you, but they have the contrôle as much your destiny or même more than what you them contrôle. That to make if you find that l& #39; one or several of the main leaders d& #39; opinion is quelqu& #39; can’t one what quite simply respect you? & lt; br/& WP; & lt; br/& WP; & lt; Br/& WP; It n& #39; there does not have règle which says that all the KOL are influential of manière positive. It ya often one or more which is far d& #39; Positive être. And, too often, that comes like a total surprise for the leader. What do you make when that occurs for you? & lt; br/& WP; & lt; br/& WP; You êtes first goal goes être d& #39; to bring the main leaders d& #39; opinion and engagés à edge with what you test d& #39; to achieve. If you have a KOL you know that you êtes in désaccord with, you have a décision à to take. & lt; br/& WP; & lt; br/& WP; Best the résultat possible is to gain more him from your point of view, or can-être précisément work with him or d& #39; it – and other KOL& #39; S – to find a d& plan; #39; action à everyone can make. If you take this way and to réussir, people go à l& #39; opinion and of your stock as a chief to go up in flèche. & lt; br/& WP; & lt; br/& WP; If you take this way and not to réussir, all n& #39; is not lost. You will have to remove the réticences of l& #39; équipe KOL. J& #39; espère that he ya another project on which they can être affectés. Pourtant, people will see that you have donné a chance, and for this reason, you will have gagné the respect. & lt; br/& WP; & lt; br/& WP; But that to make if you know dès the départ that you can & quot; T to find a ground with this clé leader d& #39; opinion? All d& #39; access (and I go brutal être here) the fact that quelqu& #39; one in l& #39; opposition à your direction, became so influential within your organization n& #39; is not good a réflexion on you. You made an error not treat with it more tôt, now, you do not have the choice. & lt; br/& WP; & lt; br/& WP; You have an day order as a leader, you êtes something of spécifiquement test d& #39; to achieve. It implies changes in the people, the processes, and/or of technology. And you have a cancer within your organization of work against you. Can-être that you did not know qu& #39; it était l?, or you saw, but to minimize its importance. & lt; br/& WP; & lt; Br/& WP; & lt; br/& WP; the two cases, you must cut ça. & lt; br/& WP;
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