When everything around is constantly changing, it is easy to:
Get carried away by latest fads, best practices etc.
Execute changes that may not be significant in shifting results to positive direction
Implement solutions to half-baked problem statements
Isolate people affected by change in a rush to just change things
Get confused between change and transformation initiatives
We often see this happening all around us. There is so much conversation going on about change and transformation that it is easy to get carried away when the “Big WHY” of change is not clear.
In this context, I read Paul Taylor’s latest post titled “Three Simple Ideas To Stop Change Failing” where he offers not so radical ideas to ensure that change does not fail. He emphasizes on importance of mindset, getting influence devolved to people closest to change, change through small experimentation and not initiating change without a clear problem statement and some evidence that proposed solution will result in net positive business outcome.
These are simple ideas, but powerful ones. Simplicity after all is not all that flashy and it takes far more thinking and work to simplify things. Which is probably why we take the easier route of adding complexity, heh!
Here are a few excerpts from Paul’s post:
change is best served when we devolve power, and the institutions and hierarchy get out of the way
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Our change programmes rarely answer the question “Why are we changing?” in a truly coherent way.
This – combined with our cultural bias for execution over problem definition – is why change often fails. We may solve a problem – just not the right one.
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And here’s a quick sketch note summary of key ideas from the post:
Related Posts on Managing Change
- Sketch Note: 6 Rules of Change by Esther Derby
- Mindset Shifts For Organizational Transformation
- Change: The Power of Gradual
- Change and Transformation – How Are They Related?
- Luc de Brabandere on Change, Innovation and Perceptions
- Change: From Vision to Execution
- Managing Process Changes and Disruption
- 15 Key Lessons On Managing Change