Change Management

GOOD FOOD FOR THOUGHT!

So, what are the educational elements we need to support change in our

organization? Below are six tenets we can start with and some accompanying

solutions or tools to support them.

1.   An organization’s identity is at the heart of change—the values and culture must support the shared context or “north star.” If these are not aligned then change will be cosmetic.

2.   The leader as learner, counterintuitively, actually allows the leader to be an effective teacher—we need to make the shift from know-it-all to learn-it-all leaders. Leading people through iterative discovery processes can role model this nicely.

3.   Behave as if you believe while you rewire your beliefs—we need to provide some simple guidelines, or a social contract framework, for how we work together and so we can break old habits.

4.   We must support discussion-based solutions to change—our approaches cannot be designed and scaled, they must happen locally, through robust conversation and local actions decided upon by the actors. We don’t want the “Coercing Acceleration Process,” we want change to happen—that’s messy and local.

5.   Curiosity is key—coach-like thinking is a must and we have to give our people the questions to ask, allowing for development over specific performance outcomes.

6.   Understanding why change doesn’t happen comes before making it happen—if we don’t understand why we are immune to change we will never change.

https://www.dhirubhai.net/pulse/emerging-tenets-change-management-secrets-actual-michael-leckie/, accessed on 20/11/2020