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When people ask me to describe our change management model at LRI, I tell them it boils down to three principles.
Principle number one: focus on the first five percent. What you do to gather champions, set expectations, how extensively you engage stakeholders, and how well you paint a picture for people of the decision-making process will go a long way toward guaranteeing a successful outcome. Let me emphasize the importance of engaging many people early on – those who will be affected by the decision and those whose expertise can help. Even when ideological stances are strong, early engagement is always the better approach (as opposed to shutting people out of the process).
Principle number two: Focus on defining the root problem. Solutions don’t matter unless you define the problem correctly. We emphasize a systems approach. Too often people say things like: “We need better products,” or “we need more sales, or “staff isn’t working hard enough,” without looking at the reasons why. Very often, the answer lies in looking in the mirror – at what you’re doing or not doing. One systems approach is to look at the organization’s core values – the things essential for its success. You can make tough decisions look easy if you ground them in well-understood core values.
Principle number three: Find a good guide. An experienced guide can set the tone, keep an open mind, identify key issues, articulate points of agreement, and keep things moving. A guide should be able to offer models and examples from other organizations. The courage to handle uncertainty and adversity is also important, along with a healthy sense of humor. Good, experienced guides are hard to find. But they are absolutely essential to our change management model.
Next blog article: “Strategic Change Management“
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Eric, I like your principles. However, I’m looking for some examples of such model implementation in product development, engineering and manufacturing. Thanks! Oleg.
[...] Eric F. Douglas, author of the book Straight Talk is LRI's principal consultant with expertise in strategic planning, leadership development and change management models. [...]
[...] Eric F. Douglas, author of the book Straight Talk is LRI's principal consultant with expertise in strategic planning, leadership development and change management models. [...]
[...] blog article: “Our Change Management Model Share and [...]
[...] blog post: Our Change Management Model Share and [...]
[...] blog: “Change Management Model“ Share and [...]
[...] blog article: “Our Change Management Model – Three Principles” Share and [...]
[...] Eric F. Douglas, author of the book Straight Talk is LRI’s principal consultant with expertise in strategic planning, leadership development and change management models. [...]
[...] with expertise in strategic planning, leadership development, and developing a successful change management model. CEOs or business executives looking for real meaningful change through an objective third party [...]
helpful blog
[...] Next blog article: “Our Change Management Model“ [...]
[...] Next blog article: “Our Change Management Model“ [...]
[...] Principle number three: Find a good guide. An experienced guide can set the tone, keep an open mind, identify key issues, articulate points of agreement, and keep things moving. A guide should be able to offer models and case studies from other organizations. A good sense of humor is important, along with the courage to handle adversity and uncertainty. It is hard to find a good and experienced guide. But they are absolutely essential to our change management model. [...]
[...] Eric F. Douglas, author of the book Straight Talk is LRI’s principal consultant with expertise in strategic planning, leadership development and change management models. [...]
[...] with expertise in strategic planning, leadership development, and developing a successful change management model. CEOs or business executives looking for real meaningful change through an objective third party [...]
[...] Next blog article: “Our Change Management Model“ [...]
[...] with expertise in strategic planning, leadership development, and developing a successful change management model. CEOs or business executives looking for real meaningful change through an objective third party [...]
[...] Next blog article: Our Change Management Model [...]
In my opinion the principle number three should be number one! Because when you have really good guide – you have always green light to the right ways!
[...] Next blog article: Our Change Management Model [...]
[...] Next blog article: Our Change Management Model [...]
I'm totally agree with you, Ryan! And I do usually follow this principle.
[...] Next blog article: Our Change Management Model [...]
[...] Next blog article: Our Change Management Model [...]
[...] Next blog article: Our Change Management Model [...]
[...] consultant with expertise in calculated planning, leadership development, and rising a successful exchange management increase. CEOs or business executives looking for real meaningful exchange through an objective third party [...]
I can vouch for nr#3 – get a goog guide. They can make a huge difference in your final outcome. Blog
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The simpliest way that springs to my mind is just to google something like 'Changing management models'. I'm sure there are lots of blogs and articles dedicated to this topic
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I agree too. You're totally right! With a good guide everything becomes simpler
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I think every oraganization should follow these three principals. These are very important and necessary. Often we take liberty and fire the employees for not happening sales but we do not pay attention to the root problem or even sometimes ignore any suggestions that could help to improve sales.
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