Here is a view of strategic options for creating change I identified for a willing but frustrated change maker. The change management options are based on comparing how big the perceived need for dramatically different results is relative to frustration levels with the status quo situation.
Four Strategy Options for Change Management
When both the level of frustration with the status quo and the perceived need for dramatically different results are low, incremental modifications are in order. With no pressing demands for change, intense efforts to innovate and create change are best applied elsewhere.
If there’s high frustration with the status quo yet no compelling push for change (think dissatisfaction with a process that’s more trouble than it’s worth even though the results are okay), it’s an opportunity to experiment, simplify, streamline, and try new things. These situations are ripe for constant tweaking and learning from both successes and failures.
Creating a Burning Platform
Creating a burning platform is the recommended course of action when results are substandard, but there’s an unwillingness, reluctance, or blindness to make dramatic changes within an organization. It usually calls for a well-crafted mix of facts and emotion to create the burning platform to move people to recognize the need for action and the importance of getting started right away.
Total transformation is called for when everyone understands results are way off goal and the current course of action will never close the gap. When put that way, it could seem transformation might be the easiest of the quadrants. That’s hardly the case though, since the stakes are greatest and the response will likely be more complex and multi-faceted than any of the other quadrants.
Do these strategy options for change management hang together for you?
When you’re trying to figure out how to make change happen, how do you go about figuring out your course of action for creating change? - Mike Brown
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