Field Notes:
On Organizational Change
Four
Rules for Change
INTRODUCEINTRODUCE
TRAINTRAIN
ADOPTADOPT
ADAPTADAPT
ENHANCEENHANCE
INNOVATEINNOVATE
RE
AL
IZE
D B
EN
EF
ITS
INV
ES
TM
EN
T
Curriculum Iteration
Operational Optimization
COMPLIANCECOMPLIANCE
3
Most Projects
Stop Here
Most OrganizationsExpect Incomplete
Change!
1. Put People First
Manage Resistance Like Risk
Mitigate
Reduce the impact of the resistance. Work with the stakeholder. Optimize the situation.
Avoid Re-scope the effort, do not engage the stakeholder.
Transfer
Remove the stakeholder via transfer or change in job duties.
Accept Allow full engagement of stakeholder.
2. Understand ‘Why?’
"If you want to build a ship, don't drum up the people to gather wood, divide the work, and give orders. Instead, teach them to yearn for the vast and endless sea."
-Antoine De Saint-Exupery, Author of The Little Prince
3. Be Useful
Related but different…Project Management is… Change Management is…
Effecting change through a disciplined approach to identify the scope, tasks, activities, and deliverables to achieve the new “state”.
Achieving change through a disciplined approach to empower people to change behavior and process to success in the new “state”.
9
Choose Your Targets
10
Culture
Rewards
Process
Politics
Performance
Measurement
Technology
Individual Beliefs
Management
System
Organization Structure
Physical/Technical Layer
Infrastructure Layer
Value Layer
More concreteEasiest to change
Less concreteHardest to change
It’s the story that matters . . .
Sometimes . . .Less is More
4. Fail Fast
A Culture of Feedback
Frequent
Performance
Gap Targeted
QualitativeAction Plan
Goals
@lineofsightlive
slideshare.net/line-of-sight
facebook.com/lineofsightLLC
linkedin.com/company/
line-of-sight
plus.google.com/line-of-sight
Recommended
