Pierre Mehanna i think those are just weightage of the force resisting or deriving change. For example if 100 emplyees loose their jobs due to the change the weightage will be higher for the force against change.
Mmmmm…. this has the attraction of being quite simple and easy to grasp. But 'how' questions are not really answered here. It is only one among many models, many of which are very different to this one, notably Applied Drama techniques (of which there are several) and Appreciative Inquiry. The big question for me is 'Which of these to apply in what circumstances by whom?' Of course Grid-Group Cultural Theory suggests that change is immanent in any social system as there is no equilibrium point. According to Cultural Theorists change is inevitable. While vids like this are valuable, we need to think critically about them; particularly as future managers, leaders, organisers, coaches and entrepreneurs. Who is to say that there is a 'need to change the culture of the organisation'? What types of reasoning do these calls for change demonstrate? 'Poor communications' in which direction? Poor understanding of what? There's also a feeling here that change typically comes from the top. This needn't be the case...
