“The only things that evolve by themselves in an organization are disorder, friction, and malperformance. ” — Peter Drucker
Change is inevitable, you can’t step into the same river twice, meaning that everything is always in a state of flow. But too often changes are made as a reaction to outer impulses, crisis, and demands. This is the bureaucratic way of meeting the challenges. Change is never for its own sake. The true reason behind the change is either due to the ineffectiveness of teams/organizations or the inefficiency of processes/practices.
There are many books written about changes, but very few dig into the mindset level. Change Management starts with a thought, with a flash of insight, insight is the act or result of understanding the inner nature of changes or of seeing things intuitively. It leads to a vision; then leads to a culture shift, strategic changes, or leadership transformation. It’s important to understand the big WHY about changes, no change is for its own sake, the first step is to define the value proposition and determine demand and estimated pipeline. Insight is thinking into the box after thinking out of the box. Thus, insight takes creativity and reasoning, intuition and logic, the power of acute observation and deduction, questioning, connection, penetration, and discernment. Change Insight is the understanding of a specific cause and effect in a specific change context. Change Insight is being able to identify the root cause of a problem or the core issues of a situation, which leads to understanding and resolution about changes. Change has different scopes and effects, from small changes such as software updating, business process tuning; to radical changes such as culture innovation, or big-bang changes such as radical digital transformation. Often change is an “un” nature activity, you need to focus, also, make an effort to sustain it. So the newly established behaviors or the new way to work will be in harmony with the well-defined value propositions so that change can maintain its momentum. Too often, people take the easy path, think and work at a superficial level rather than spending the time to understand what’s going on underneath. Insight is the understanding of cause and effect, based on the identification of relationships and behaviors within a model, context, or scenario in Change Management.
Change Management is always challenging with a high percentage of failure rate. Indeed, change is difficult. Some say, change is not a problem, the primary reason for change failure is resistance to change while the secondary reason is the inability of leaders to deal with resistance. The purpose of the book “Change Insight” is to:
- Dig deeper to analyze the psychology behind changes and handle problems and changes at the level of the mindset.
- Explore people-centric change management philosophy and practices.
- Differentiate change leadership and change management, orchestrate change at all level of the organization.
- Set Change Management principles to inform and support the way of managing change effectively.
- Build change as an ongoing capability, not just a one-time business initiative.
- Analyze the potential change pitfalls and roadblocks on the change journey.
- Make objective change assessment and measurement from multidimensional lens.
- And ultimately build high-mature organizations with changeability to fuel the digital transformation.
“Change Insight” Book Introduction Slideshare