Organizations are continuously going through significant change.
Like families, organizations have their patterns in navigating change. Many of these patterns came from educational training in areas like engineering and business. Also, past business experience with a command and control mentality makes it tempting for leaders to think that, “Hey, I’m paying you to get a job done. This is what needs to be done. Now go and do it.” While this may be technically true, positively motivated employees will be more productive employees.
In general, the change pattern in business is to get a team together to develop a plan and implement it as quickly as is reasonable. Outside consultants are often hired to give the effort more credibility and ensure a higher probability of success.
The part that is generally not given enough serious attention is getting the people who will be effected by the change involved in the developing and implementing the change. This is often not attempted because it seems like an unnecessary and messy complication. Besides, outside consultants with more experience in these types of changes will come up with a more optimal solution. Right?
Those with a lot of experience in change will tell you that in virtually all cases, a much better and longer lasting solution will consistently be developed when a significant effort is made to engage those who will be affected by the change.
Doing this requires a new “tool-kit” for engaging people throughout the change process as well as the use of newer technologies such as social networking.
In the fourth quarter of 2009, I will be unveiling a new way to navigate significant change in business. Please be patient as I finish developing this technology and test it out. If anyone is about to launch a significant change in their organization and would like to participate in this final phase of development, please let me know.
When this framework is complete, it will be demonstrated at Navigating Significant Change.
Comments, questions, suggestions, experiences?
