Change is always a people question!
Almost every consultant’s deck has it. Typically, at the end.
Following a great strategy, incisive market analysis and succinct recommendations: change management. A series of disembodied statements about how the proposed change will unfold.
Change is often described as linear, rational and airtight. Start with urgency, anoint a few, build a vision, create “buy-in,” shuffle the “Org. chart” and empower. All great advice. But does it work?
Change are not steps in a plan. It begins, runs and ends with people. Mindsets, not mechanics matters.
Change is a human process. You can reprogramme machines, but people are far more complex.
The sum of people’s behaviours, values, and actions gives you insights into what will impede the road ahead.
Our mindsets and collective “culture” are built of sinews of patterns that govern us. Whether its business, life, and teams we are governed our patterns. Abandoning the way we currently do things is tough.
Routine, certainty and stability give us all a framework to steady results. Ruts are also a comfortable and known place.
Pull apart the muscle fibre that governs your culture. Have a clear vision. But far more important is to change are the daily patterns, processes and interactions. How and what people do. Only then can you begin to reset the culture.
Replace dysfunctional patterns, with a new more empowering one. Micro-management with autonomy. Instruction with learning. Compliance with joint problem-solving. Model service excellence.
About the Author
Simon Trevarthen is Founder and Chief Inspiration Officer of Elevate Your Greatness (EYG). EYG helps individuals, teams, and organizations unpack the secrets of success by becoming even better versions of themselves through dynamic keynotes, seminars, and workshops on innovation, inspiration and presentation excellence.
