How to get clear on the direction of change

When to use 2nd order Change design

Change is – very simply put – direction and thrust. Just like throwing a stone – or any other object. You need direction and thrust – otherwise it will not move.

While thrust is used in physics to describe how strongly an engine pushes direction is considered as a way to connect two points in space. Direction is from initial point to the final point (and yes, we all know that nothing is as constant as change;)). Which of the points is first and which is second is defined by specific problem, or even arbitrarily by the person formulating the problem.

In many change cases I am seen thrust is not the problem. Even not at all - a lot of resources and energy are going into “making the change happen”. Often – and many projects realize that after some month or years of tiering change efforts wearing off the whole organization – the direction is not clear or set right in the beginning.

The following cubic model might help you to find that initial and final point so that transformation really becomes possible (and valuable to the organization and its members):

It starts off with different levels of impact (individual, team, organization) and the different dimension of change:

• Practice: the application or use of an idea, tool or method
• Routine: A sequence of actions regularly followed and performed as part of a regular procedure rather than for a special reason.
• Structural: Relating to the arrangement of and relations between the parts or elements of a complex whole

Many many change initiatives I see are aiming at the individual, the organizational level and the practice dimension. Little initiatives are taking the (deconstructive) power of team dynamics and (missing) accountability of leadership teams into account. They also underestimate the power of installing (leadership) routines or even tackling systemic and so to speak structural dimensions.

Now the Transformation Model really becomes interesting when you add the 3rd dimension to it: the dimension of Learning or “orders of change” – as I call them.

• In first-order change, a simple problem is more effectively addressed by an improved response or action.
• In 2nd order change, patterns, values, norms and steering strategies that led to the stabilization of the problem are identified and analyzed. Out of this different action alternatives become possible.

In the 3rd order the changing of change is reflected, the learning process itself is dealt with in a reflexive way. This creates disruptive ideas in second order change. The “Immunity to change” idea is in that direction.

While you can think also about 3rd order change in your change design many change initiatives would be much more successful if they would not only aim at fixing a problem (or (virally) a person) but would just question the “this is how we do things here”. Because as Einstein already found out many years ago:

We cannot solve our problems with the same thinking (or direction;)) we used when we created them.

With this quote in mind please find some examples of change interventions on the different dimensions, levels and orders. I would be happy if you share yours or your thoughts and comments below!

 Hi, I am Bernd - a HR Innovator and passionate about developing people, teams and organizations. I am expert in leadership development and large scale change. You can find out more about me: www.emergent-change.com or follow me on Twitter

Photo by Simon Migaj on Unsplash