1. The full impact and benefits of the organizational change cannot be realized until the majority of the “individuals” change.
2. The new transformational strategies do not make a difference until people think and act differently.
3. It is impossible to implement the change overnight – It takes months and months or even years to drive change throughout a large organization.
4. During the interim there is a significant risk of two things happening:
a. People getting “tired” and
b. People getting “lost”
5. Organizational transformation is fundamentally not about transforming the organization. It is about transforming the people who work in it
6. Certain structural aspects need to be changed: It’s strategy, structure, or systems – Can and often need to be transformed but the individuals in the company need to transform their thinking and behavior
Signs of getting lost
• Change is a long journey; people not only get tired along the way, they can get lost as well
• They lose track of where they started, where they are, and where that places them in relation to where they thought they wanted to be and go
• Pressing ahead is no longer compelling
Individual ROI and getting tired
ROI usually is meant to stand for “Return on Investment” but I like to change acronyms to mean other things (I guess you’d call this sort of acronym changing a sort of Kabbalistic Gematria but I digress). Let’s make ROI mean “Reason is On It”
2. Change requires energy and effort
3. The more substantial the change, the more energy and effort must be expended in targeting change in individuals employees
4. Employees get tired from the effort of walking a new path that seems to provide an inferior ROI to an individual employee
5. They make comparisons between the ratio of effort and reward of the old with the anticipated effort/reward ratio of the new
6. Their willingness to have faith is a function of how much they trust you
7. From their perspective, blind faith is tiring when the concreteness of the past has worked and would continue to work just fine
