Influencing Organization Change – a Framework for Thinking about and Designing Change Initiatives
Studies over the last two decades have shown change initiatives have a high rate of failure to meet expected outcomes, yet traditional change management approaches continue to apply a sequential, step-by-step process in constantly changing environments. An underlying assumption for these approaches seems to be that the desired end-state is assured, as long as the steps are followed.
Successful change initiatives in today’s environment will view the “wicked problem” of complex change through an empirical framework based on proven concepts from Organization Development (OD), augmented with tools and techniques from additional disciplines such as Lean, Agile, and Human Systems Dynamics (HSD) to influence changes in thinking and behaving.
This interactive session includes:
- Overview of the OD approach to organization change
- Introduction of a Change Spectrum for visualizing organization change
- Introduction of an Empirical Framework for designing and implementing change initiatives
- Introduction and Overview of a few specific diagnostic models from OD, Human Systems Dynamics, and Integral Agile
- Overview and discussion of a few specific tools and techniques that help shift thinking and behavior
Outline/Structure of the Talk
Introduction (~ 2 min)
Through the Looking Glass (~ 3 min)
- Review the OD lens and approach to organization change
- Introduce the big picture of OD skills & knowledge
The Dynamics of Organization Change (~ 10 min)
- Introduce Change Spectrum for visualizing change
- Review types of change
- Includes activity / discussion
An Empirical Framework for Influencing Change (~ 5 min)
- Introduce a framework for designing and implementing change initiatives
Seeing the Organization (~ 5 min)
- Introduce a few specific diagnostic tools / techniques
Creating a Tipping Point for Change (~ 8 min)
- Review Levels of System Change
- Introduce a few specific tools / techniques to help influence shifts in thinking and behavior
Wrap-Up (~ 10 min)
- Includes activity / discussion to share takeaways
Total ~ 43-45 min
Participants in this session will:
- Gain additional awareness of concepts in the OD approach to Organization Change
- Be introduced to a new framework for designing and implementing change initiatives
- Be introduced to a few tools and techniques from OD and HSD that can help in assessing an organization
- Be introduced to a few tools and techniques from OD and HSD that can help influence change
- Explore and discuss takeaways with other participants
Coaches, Leaders, Change Agents, and anyone interested in, or responsible for, designing and leading organization change initiatives
schedule Submitted 6 years ago
People who liked this proposal, also liked:
Yuval Yeret - Flow - A Way Towards DevOps Culture in the Legacy EnterpriseYuval YeretEnterprise Agile Coach and CTOAgileSparks
schedule 6 years agoSold Out!
DevOps is a very popular buzzword. Many people associate it with tools like Chef, Puppet, Continuous Deployment etc. But DevOps is really a higher form of agility. It is a blueprint for a great culture and and process between the different groups involved in the delivery pipeline. The big question is how to achieve it. If you are founding a startup today, it can be quite easy to take that blueprint and use it to create your process, hire the right versatile flexible people, and start delivering without any technical/automation debt or friction. But most of us are not founding new startups. Most of us already have a running operation with people, culture, process that matured over the years and despite its flaws is currently the way we do things. Changing that is non-trivial.
For things to change people need to understand WHY change, what we are changing, and we need an effective process for managing the change itself (HOW to change). So what ARE we changing to? DevOps is highly focused on looking at the whole value stream from idea to value and ensuring effective flow through this pipeline.
Kanban is ONE way of HOW to change towards an end to end flow. It starts by visualizing all the work flowing in the pipeline, then managing the flow focusing on finishing things end to end rather than starting in order to stay busy. It continues to what we call the “Work in process Diet” – Straining the flow more and more in order to identify obstacles to tighter and tighter DevOps culture/operation and faster feedback cycles. You can expect to come out of this session with ideas how to take your current operation and DevOpsify it in a safe evolutionary way using the Kanban method as well as an understanding WHY DevOps tools are required as part of this journey.