Horizontal Change Management

Corporate and Centralized

ggitchell — Mon, 06 Feb 2012 05:43:53 +0000

Centralized and corporate (and worse corporate centralization) are words with hidden meanings for stakeholders. Consider those stakeholder perspective as you think about long term transformational change (and your organizations second round in the distant future)

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We Were Due for a Good Study- The Economist Delivers

ggitchell — Sat, 04 Feb 2012 03:56:42 +0000

This study from the Economist gives us timely statistics for change. Here is to hoping the percentages sweep in favor of growth and large scale transformation for the next version.

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Tidbits from the Job Boards

ggitchell — Fri, 03 Feb 2012 03:48:08 +0000

Job boards and portals (Dice, Indeed, Simply Hired, Linkedin etc.) offer a window into upcoming corporate moves, changes in the contracting world and even a glimpse at consulting itself. Peek at them consistently enough and you can tell who is installing, who is merging and who is transforming. Best of all you can see how they view those changes. You can also see how the third parties are fairing and where the supply and demand curve is moving.

Here are few snippets from one day: “4 or more years of organizational change management design experience (within project consulting)”

The year

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Stiction

ggitchell — Thu, 02 Feb 2012 15:31:29 +0000

If you can tap into motivation you will have fuel to move far into the change process. You will need that first level of stiction to set the process in motion though. Find that force for your change.

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Cycles- what went around will return

ggitchell — Thu, 02 Feb 2012 03:14:35 +0000

I see corrections in the future. If you are a senior leader I would say now is the time to get a head start- grab a senior consultant while you can- but do not think about it too long, that could get expensive.

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Change as Replacement

ggitchell — Wed, 01 Feb 2012 05:10:46 +0000

Visionary to imagine. Designer to craft. Architect to build. Poet to message. Author to record. Inventor to create. Good skill set for replacement change!

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“job creators” and Leaders

ggitchell — Tue, 31 Jan 2012 17:17:44 +0000

Leaders, owners of change, understand that you are not change creators- facilitators, messengers, inspirerors maybe, but not creators/accomplishers. Pay attention to that virtuous cycle that comes when stakeholders understand change, can apply it to themselves in some way and can place themselves in context with the work and the end state.

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The Curse of Experience

ggitchell — Mon, 30 Jan 2012 22:40:53 +0000

Senior leaders, now might be the time to ask strategic questions and then ask for the translation to tactics. It is worth testing each candidate for a senior role. The curse may have mesmerized them.

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Mini-Ownership of Change

ggitchell — Mon, 30 Jan 2012 06:33:06 +0000

There is a lot of buzz about “ownership of change” this year. It gets quotes because stakeholder ownership is a very contrived term. There are just too many times when the level of ownership on the line, at the and, where the hands on work happens, cannot be much. Looking at the organization from that vantage point I can see how hard it would be to feel ownership to anything. Roll out change as a passage of mini-ownership through multiple layers and you will likely have push back at the end.

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Us and Them

ggitchell — Thu, 26 Jan 2012 15:42:47 +0000

It is very easy to fall into an Us and Them perspective. Working teams do that with stakeholders, leaders do it with “followers” and change practitioners do it with those they are supposed to be working with. Watch yourself and look closely at your model. Do you have us and them embedded to the point where it may feel like us VS. them to some?

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