Monday, August 4, 2008

Developing a change strategy.

A check list for success:

- The strategy has committed and observable support from the top management of the firm.

- The strategy aims primarily at involving and working with those who are supportive of change and improvement, rather than working against those who are defensive and resistant.

- The strategy, wherever possible, involves relatively healthy parts of the firm with the will and resources to improve.

- The strategy involves individuals and groups with as much freedom and discretion in managing their own operations as possible.

- The strategy links together people who are trying to improve how the firm functions so their activities can reinforce and complement one another.

- People who need to participate in shaping and implementing the change strategy see the outcomes as reducing rather than increasing their present burdens.

- Those who are affected by the change strategy feel their autonomy and security aren’t unduly threatened.

Continued tomorrow.


Chinesecowboy said...

I was really intrigued by the purpose-driven Lee Thayer article you are linked to. I had heard of it in a religious context (ie Rick Warren's "Purpose Driven Life") but not in a secular context. I didn't understand one line of Lee's lines though - ie "You interpret events in terms of their bearing on outcomes you have chosen, not in terms of those events themselves." How did you interpret that? How do you choose outcomes?

john cotter said...

From Conversant's Ten Natural Laws of Collaboration.
#6 is The Law Of Appraisal:
Your judgments are based on your perception, not reality. So hold them lightly and ask clarifying questions.