Have you ever noticed that whenever you push a system to change, it pushes back? All these scenarios are common when we seek change in an organisation. And yet change does happen, all around us, often welcomed by those closest to it - ask most new parents.
How do we engage people in change? What are the factors that generate change resistance?
Let's reset our understanding of change, inviting those most affected to be our co-creators and leaders.
International Business Environments and Operations 16th Global Edition test b...
Transformation by Invitation: How to Engage Teams in Change
1. Transformation by
Invitation
October 3 2018
MARTIN BURNS
TRANSFORMATION CONSULTANT
AGILITY SERVICES DIRECTOR
@MartinBurnsSCO
slideshare.net/martinb9999
uk.linkedin.com/in/martinburnsuk
15. @MartinBurnsSCO
If you do not manage culture
it manages you
The shared assumptions about “who we are”
limit the strategic options available to the organisation.
16
Photo: Pixabay
33. Agility Services EMEA Director
martin.burns@ca.com
Martin Burns
@MartinBurnsSCO
slideshare.net/CAInc
linkedin.com/company/ca-technologies
ca.com
Read an early version of these ideas:
http://everydaylean.info/2016/12/scaling-self-selection/
You think that what you do is normal and everyone does it.
Even Time
Members will find other excuses because the beliefs are inaccessible to them
EG Distributed teams example – from Agile Manifesto principles
Basic beliefs like the belief in individual effort – the rugged hero
The belief in collectivism – try explaining that to an American
The individualistic incentive system
That people are fungible – my consistent hack is to never call people ‘resources’ and with those with more introspection, correct them
authority expects obedience while the employee expects to be valued and engaged.