Category: Organizational Change

organizational change celebrate deviance

Create Organizational Change by Encouraging Deviance

One of the most powerful organizational change methods does not require much support from management—in fact, it could even be hindered by a management mandate. This occurs because often seemingly insignificant changes in behavior can profoundly affect organizational performance. Yet those key, high-leverage behaviors usually cannot be determined by outsiders like management or other experts.…

Identifying Change Behaviors in Organizational Change Planning

Changing behavior is the heart of organizational change, so, I when I am getting started on an initiative, like to keep focused on the question, “What will people do different?” This helps sort out what matters from abstract concepts or technical conversations. To that end, I’ve been in a lot of organizational change discussions where…

Guidelines for Strengthening Your Change Plan

Frequently, the intention to change and organizational inertia clash so that nothing ends up actually changing. Smart people spend a lot of time coming up with the change, but comparatively little time on the change plan, which so often involves only a launch email and an announcement that training is available. But the study of…

Qualification of Organizational Change Projects

When organizational change initiatives are first initiated, they are often vague and uncertain. Sometimes those who desire the change underestimate the effort that will be required; other times, they over estimate it. I use two questions to initially frame and qualify the proposed change. How many people are affected? How much of a change will…