List
Print This Post Print This Post

Give me a sequence, some boxes, a template on steps, lots of arrows and a PowerPoint, and I will create a change management model for you. Bronze, no thrills. Silver, you’ll get animations. Gold, as silver but we will customise it with your logo so it looks kind of semi-invented by you. And you get the binder.

Also, as an extra, I will throw in a meta-analysis of change management models published by a prestigious academic institution of your choice, preferably American (those Europeans don’t understand) that will justify the customised method. I promise, it will. In fact, this is so easy, that is why we offer you that as a throwaway bonus. Also some handy references about McKinsey’s view of the world , or at least a couple of paragraphs starting with ‘A McKinsey study showed…”

I can also assure you that it will have similar hypnotic powers to Kotter’s eight steps change model. But more technicolour. Like rabbits in front of your car lights, your audience will dwell in the mesmerising wonder of the model. Or you’ll get your money back. You will not have to think, just apply the boxes and print lots of powerpoints.

You should not care about the solidity of any science behind it (social sciences, network sciences etc), and that is a requirement, because as soon as you start caring and digging, you will discover that the solidity of the model is one of a cream cake. And that’s not good. OK, for the model. It’s good for the cakes.

And, another thing. Our latest version 3.0 comes with choices. You can choose the number of change steps. 8 steps will put you in parity with Kotter’s and 5 with McKinsey’s model. Just saying.

A disclaimer, I am afraid. None of the versions come with stupid questions such as ‘why on earth  do we do this?’, ‘what is it that we are changing?’ or ‘what happens after the PowerPoints have been displayed?’ Infuriating, distracting and unhelpful, we have gotten rid of them.

The versatile model that we will deliver to you, can be used in all sorts of situations: transformations, change management, management of change [get it?], culture change, process change, systems change, large scale, small scale. Even changing of the Guard.

As per behavioural change, we shall leave it to your imagination after the PowerPoints have been deployed. But it should be pretty obvious that if you have the boxes and the arrows in the right place, behaviours will miraculously change. OK, the latter is still in beta, so no guarantee.

Beware of people such as Leandro Herrero of The Chalfont Project and Viral ChangeTM who will tell you, that the mechanical models of change cannot be applied to the current world,  and that you will find out, at some cost, that all those change models never get you to the ‘Land of Milk and Honey’. Not only because there is no ‘Milk’ and no ‘Honey’ (small detail that did not deter the biblical Israelites)  but because Change, big C, small c, can’t be obtained with Ikea instruction-type of methods. Ignore him.

The offers expires soon.

________________________________________________________________________________________________

Our Feed Forward Webinar Series is now available to watch, on demand.

 

Watch our webinar on The Myths of Change 

 

Traditional management and a great deal of academic thinking is responsible for the colossal failure of ‘change programmes’.

The first in our series of webinars debunks uncontested assumptions in this area and uncovers the alternatives, whilst considering why this debunking of myths is even more relevant today in the current exceptional Covid-19 environment.

To change to ‘the new normal’ we must think and act differently in the management of our organizations, particularly in the areas of change and transformation. We must abandon change as something imposed in favour of people becoming true agents. Organizations that have mastered this have been in ‘the new normal’ for a while!

 

What attendees said:

‘Thank you for the opportunity to participate in this fantastic webinar. Both the depth of the discussion between Leandro and Carlos and the very intensive exchange in the chat inspired me.’

 

It was a great pleasure to participate in today’s webinar…. If you would have been sitting next to me, you would have seen a lot of ‘head nodding’ and heard a couple of loud ‘yes’es’ from the bottom of my heart. 

 

WATCH NOW

 

 

Keep up with the Daily Thoughts

Twitter Email

Would you like to comment?

Your email address will not be published. Required fields are marked *

To search my website, please use the form below.

  Daily Thoughts

September 27th, 2023

Redefining Talent Wealth

The war on talent McKinsey consultants started it with a book of the same title. By focusing on what it […]

September 8th, 2023

What I Learnt From The Monks: A Little Anthropology Of Leadership And Space On One Page

My friends, monks of a Benedictine monastery in the Highlands, Scotland, spend most of the time in silence. I mean, […]

August 23rd, 2023

Can We Rescue DEI From Its Trap (The Label)?

Most of the problems and challenges in organizations, together with most of the solutions, are behavioural in nature. It’s about […]

August 10th, 2023

Restructuring to force collaboration, is likely to create more anxiety than collaboration. Structural solutions for behavioural problems hardly work.

Sometimes restructuring is done with the intention of solving a collaboration problem. ´A people´ don’t talk to ´B people´; if […]

July 18th, 2023

The ‘Impossible To Disagree With’ School Of Management

‘Good leaders have empathy, respect employees and set the example. If you want to change things, you need to have […]

June 29th, 2023

Large scale change is not small scale change repeated many times. Small wins repeated are lots of small wins.

Large scale change, as a series of cascading small scale interventions (often under the philosophy of ‘small wins’) has dominated […]

June 6th, 2023

Culture change is not long and difficult. But we make it so…

I suppose the question is how long is long and how difficult is difficult? In general, business and organizational consulting have […]

May 19th, 2023

Value is an overused term in business and, as such, it’s becoming meaningless

Value, as usually used, means transactional monetary value. Usually it doesn’t mean intrinsic value, or value per se. For example, […]

May 4th, 2023

The importance of ‘critical thinking.’ Your own critical thinking is more effective at making your workplace better than any generic employee survey.

Build your own Employee Engagement argument for free. You can’t go wrong. Here are three baskets full of concepts: Basket […]

April 21st, 2023

´Busy-Ness’ Is A Trap

I went to a big conference where I was introduced by the chairman like this: “Welcome everybody. Lovely to have […]

April 14th, 2023

Training and culture change. The love affair that ends in tears.

It seems to be very hard for people to get away from the idea that if we just put individuals […]

April 11th, 2023

Teamocracies and Networkracies have different citizens: in-Habitants in team-work, riders in net-work

The old view of the organization is something close to the old concept of a medieval city, where citizenship was […]

April 5th, 2023

3 Ways To Get Approval From Your CEO Or Your Leadership Team

Way number 1: My team has developed these three options, A, B and C. Which one do you want us […]

March 29th, 2023

A Cheat Sheet To Create A Social Movement Tip = to shape organizational culture since both are the same.

Mobilizing people. This is another of the Holy Grails (how many have I said we have?) in management. Whether you […]

March 16th, 2023

Critical Thinking Self-Test: A 10 Point Health Check For Your Organization And Yourself. If any of these are a good picture of your organization, you need to put ‘critical thinking’ in the water supply.

Test yourself, and your organization. Do any of these apply? Doing lots, too fast without thinking. High adrenaline, not sure […]

March 9th, 2023

A culture of safety or a culture of training in safety?

Cultures are created by behaviours becoming the norm. Safety is at the core of many industries. Significant budgets are allocated […]

March 2nd, 2023

Empowerment is an output. If you can visualize it, you can craft it.

The real question is, what do you want to see happening so that you can say ‘people are empowered’? Employee […]

February 24th, 2023

A simple question will jumpstart your organization into change. It will also save you from months of pain spent reorganizing your people and teams.

The following line will short-cut months of (building) ‘alignment’, integration, reorganization, team building, coalition building, and any situation in which Peter, […]

February 20th, 2023

Lead Via Peer-To-Peer Networks – If you don’t lead via peer-to-peer networks, you’re only driving your car in first gear.

Peer-to-peer work, transversal, spontaneous or not, collaboration, peer-to-peer influence, peer-to-peer activities of Viral Change™ champions or activists, all of this is the […]

February 7th, 2023

Write a script, not a strategic plan

If you care about the journey and the place, you need a story. If you have a good, compelling one, […]

January 26th, 2023

3 self-sabotaging mechanisms in organizations

Organizations, like organisms, have embedded mechanisms of survival, of growth and also of self-sabotage. These are 3 self-sabotage systems to […]

January 10th, 2023

Who should be involved in culture change? All inclusive versus going where the energy is.

Many times, in my consulting work, I find myself facing a dilemma: Do I involve many people on the client’s […]

December 23rd, 2022

Tell what won’t change – Introducing 1 of my 40 rules of change

In any change programme that any organization wants to start, they will start by thinking of the things that they […]

December 16th, 2022

Scale It – Introducing 1 of my 40 rules of change

When creating effective change in any organization, there are 40 rules that, in my experience, are the key between success […]

December 5th, 2022

Assets & Strengths Base – Introducing 1 of my 40 rules of change

For more than 30 years I have been involved in ‘change’ in organizations. Again and again, some fundamental principles, and often […]

November 25th, 2022

Campaign It… is 1 of my 40 rules of change

When you filter out the noise, when you try to extract the core, the fundamentals, those ‘universal rules’ of change […]

October 31st, 2022

Hybrid or not hybrid? That’s not the question…

Culture is the new workplace If you want to have a conversation about the future of work, the nature of […]

October 24th, 2022

‘Powered by Viral Change™’: A Social Transformation Platform for the organization of the 21st Century

When we started to work on Viral Change™, as a way to create large scale behavioural and cultural change, and […]

October 14th, 2022

Corporate tribes, intellectual ghettos and open window policies

We talk a lot about silos in organizations usually in the context of Business Units or divisions. But these are not […]

October 7th, 2022

Peer Networks are the strongest force of action inside the organization

Peer-to-peer works, transversal, spontaneous or not, collaboration, peer-to-peer influence, peer-to-peer activities of Viral Change™ champions or activists, all of this is […]