Rethinking Transformation Spark the Change India

Rethinking Transformation
JASON LITTLE | @JASONLITTLE | LEANCHANGE.ORG

Rethinking Transformation - Spark India
@JASONLITTLE | LEANCHANGE.ORG

Plan
Execute
Close

We crave certainty in a world where
much is both unknown and
unknowable and we refuse to accept
that because it creates anxiety
Nathan S. Collier

People process change differently
Change does not happen linearly
Org Change follows laws of social change
Change is shaped through relationships
1
2
3
4

Let’s try an experiment
1

Internal Change
“a change YOU started”
External Change
“a change that HAPPENED to you”
Think of how you reacted to the change, what was your response? Did it
make you angry? happy? sad? excited?
Write a few words about that reaction in each column
Happy
Mad
Nervous
More positive
More negative
Relieved
1

1

Response to change
over
Resistance to change
1

The trigger for change
2

The Reaction
2

The Reaction
Conflict
Conflict
Conflict
Conflict
2

The Reaction
Conflict
Conflict
Conflict
Conflict
What we call “resistance”
2

hmm, going
well so far!
Reality starts
sinking in
Value of despair
Intervention!
hmm, going
well so far!
Reality starts
sinking in
Value of despair
Attempt #1 Attempt #2
hmm, going
well so far!
Reality starts
sinking in
2

Emergence
3

Emergence
Coalescence
3

Emergence
Coalescence
Bureaucratization
3

Emergence
Coalescence
Bureaucratization
Decline
Success
Failure
Co-Optation
Repression
Go Mainstream
3

4
Movers

4
Movables

4
Immovables

4
Emergence
- take action
- must have broad personal networks
- must understand political atmosphere
- Waits to see what happens
- Can be convinced with evidence
- Doesn’t really understand why…yet
- Active or passive ‘resistor’
- Bad experience with similar change
previously

4
Coalescence
- May not like more structure
- May not have skills to continue the movement
- May have moved on to the next change
- Starts to understand the ‘why’
- Feels the need for more certainty
- May want to control things
- Could be a strong ‘mover’ who doesn’t like
where things are headed
- May opt-out entirely

4
Bureaucratization
- Wants no part of ‘ofﬁcial process’
- Plays ‘zero sum’ game
- Strong desire to ‘take the change back’
- Feels good about the new status quo
- Could become maliciously compliant
- Figures out how to ‘work the system’
- Could be a strong ‘mover’ who doesn’t like
where things are headed
- May opt-out entirely

4
Decline
- Opts out of the organization (Repression/Co-
Optation)
- Finds another organization to change
(Success/Failure)
- Sinks into routine (Success)
- Ignores the new norms (Failure)
- Meh…(co-optation/repression)
- Happy things are ‘back to normal’ (failure)
- “I told you so…” (co-optation/repression)
- Opts out (success)

Much like this movie, following the
timeline of change is insanely hard.

Let’s try another experiment

Who and what is within
my sphere of inﬂuence?
Why would they care?
Who and what is likely to
Feel a ripple effect?
What possible un-intended consequences could happen?

Bob
Jane Sarah

Thanks!

Internal Change
“a change YOU started”
External Change
“a change that HAPPENED to you”
Think of how you reacted to the change, what was your response? Did it make
you angry? happy? sad? excited?
Write a few words about that reaction in each column
Happy
Mad
Nervous
More positive
More negative
Relieved
leanchange.org

Why is this change important to me?
leanchange.org

How does change work around here?
What’s unique about our culture that would inﬂuence my approach? (org culture, nationality etc)
The
Norms
What is the tolerance for disruption here?
leanchange.org
What’s my stance?
Play it safe?
Be disruptive?
Push boundaries?

Rethinking Transformation Spark the Change India

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