IdeaLeap

It's a vicious cycle ?? ?? #change #changemanagement

Lean Change is about having this thinnest and most lightweight tools and practices possible, so that you can focus less on the process and more on facilitating meaningful change. Join our next Lean Change Agent workshop and you'll learn the mindset, skillset, and toolkit, to simplify your approach and navigate complex change. #leanchange #changemanagement #change

Content ≠ Context. The fundamental value in change management is any activity that creates context for stakeholders through direct interaction. Why? Because direct interaction—meaningful dialogue—is still the most effective way for humans to make sense of the environment around them. With this value proposition clear, we can see that we should reduce or eliminate any activity in change management that does not create context for stakeholders through direct interaction. The purpose of any supporting content created for change (strategies, plans, processes, communications, etc.) is to transfer context—it’s not about the content itself. If, as a change manager, you find yourself spending more time creating content rather than context through direct interaction, you should shift your stance. Because the fundamental purpose of change management is to create alignment for change through shared context. Nothing else matters as much. Shared context is a shared sense of reality, without which we cannot create alignment for change. Alignment ≠ Agreement. Alignment means a shared sense of cause, purpose, and direction for change. Alignment means that we support this shared direction even though we may not like or agree with the change. But you can’t have alignment if you don’t first have context. #change #changemanagement

Waste in the change process creates distance between you and your stakeholders. Any activity that does not include direct interaction with stakeholders affected by change should be reduced or eliminated. It's not that you don't need some level of planning and analysis - you do - but it should be reduced to a "good enough" level so action can be taken sooner. #change #changemanagement

This is a call to action for the change management discipline. If the discipline is going to remain relevant in the face of 21st-century complexity, a paradigm shift must be made. A shift that enables change managers to deliver value in new ways to organizations and their stakeholders. As complexity increases, value is more and more defined as the ability to create context for stakeholders. Nothing more. Nothing less. Because the purpose of change management must shift. What the most successful change agents excel at, both now and in the future, is creating alignment for change through shared context. As complexity and disruption continue to accelerate, the ability to navigate toward orienting objectives without clarity is going to be a sought-after trait. In many ways, this paradigm shift is already underway in change management. But if we are to avoid our own “change management is dead” crisis, as we have seen in the Agile communities, we must learn from them—and we must learn fast. We must disrupt ourselves—our own comfort zones—to push the boundaries of what change management can be. New tools won’t push the boundaries for us (nope, not even AI). New frameworks won’t push the boundaries for us. New processes won’t push the boundaries for us. Only new perspectives will. We must collectively broaden our perspectives of what it means to be a change manager in the 21st century. We must explore complexity, complex adaptive systems, physics, neuroscience, team science, and go back and relearn the basics of Lean and Agile ways of working. And much more. Then we must combine all this knowledge in new and novel ways and apply it in our context—a context that continuously shifts. This shift will be uncomfortable for many. But we promise you, if we don’t make it, we won’t make it as a discipline. Who is up for the challenge? #change #changemanagement

What is one key change ANTI-PATTERN that you see in your organization? What new change PATTERN would you like to shift to? What are some big ideas that you learned in this workshop that you could use to create the shift? This is how we wrap up our Lean Change Agent workshop, with a brief introduction to the new IdeaLeap and Lean Change Hexi card system! The Hexi cards are the primary focus of our new Systems and Complexity for Change Leaders workshop. Check out our upcoming workshop offerings here: https://lnkd.in/gQWQ5cXg #change #changemanagement

Organizations need to stop treating change managers as order-takers. Change managers need to stop accepting a system of work that treats them as order-takers. Change managers are not short-order cooks who execute every whim of leaders or project teams. Sometimes leaders need to be served a dish that wasn’t on the menu or isn’t palatable to them. The idea that the change manager is there to serve everyone’s every whim is restricting their potential—and the potential of change. Want muffins and coffee for that SteerCo meeting? Get them yourself. #change #changemanagement

A Complexity-based approach to change is about looking at interacting elements and asking how they form patterns, how the patterns unfold, and how we might shift or disrupt the patterns. In our new Systems and Complexity for Change Leaders workshop participants are learning to sense-make to understand the the system around them so that they can design interventions to disrupt and shift organizational narratives and patterns of behaviour. To aid in the sense-making process workshop participants use Hexi cards that leverage ideas and practices from IdeaLeap and Lean Change. After the workshop is completed, they can take the cards back to their organizations to facilitate powerful sense-making workshops. Join our next Systems and Complexity workshop to learn this technique for yourself! #change #changemanagement #leanchange

A reminder. Change isn't linear. We don't all start and end at the same time. There's a 0% chance that everyone is experiencing change at the exact same rate. Everyone is on their own timeline. You can't force the timelines to go faster. You can force go-live, but you can't force change. All you can do, the greatest calling of the change agent, is to create alignment for change through shared context. #change #changemanagement

Our next Lean Change Agent workshop kicks off on February 26! Join a global cohort of change professionals and change the way that you VIEW change and the way that you DO change. Explore more here: https://lnkd.in/gn2gPbJ #change #changemanagement