5 steps neatly set out, 5 'A' words to encompass it all. And, unlike most change management discussions, it's about all of it, not just a tiny aspect to do with culture or comms. Thank you.
Thank you. This is a brilliant video, exactly what I am dealing with. Clients tend to want to throw money and gimmicks at change and don't maintain the momentum required to make it lasting.
The focus should not be on changing people but on enabling people to change. 1. Context (change management, external forces and factors, understand) 2. Relevance (Community, purpose, outside/system measures, supply/value chains dynamics, innovation) 3. Thinking (Acumen, astuteness, risk, complexity, Open book management, amoeba principle) 4. Flow (Structural layers, connections, transparency, clarity, focus) 5. Constraints (improve systems to benefit people, reduce variation, improve capacity, balance)
Such a rich insightful video - the approach/steps to change management are invaluable. Surprising that 'role modelling' is a fundamental focus. Loved the line 'sometimes you need to have a break down, to have a break through'
A great McKinsey video on Change Management, demonstrating that for successful transformation, It's important to engage on the 'Why' and to Role Model the desired behaviour - to Lead By Example.
Hi, Greetings from Pakistan! With your assumed permission ' let me ask a quick question. Am I allowed to use the content of this brilliant short clip? Best, Kashif Khan
This is great and all but the bottom line is this type of change only effects the profit center, which doesnt run without the cost center. The cost center doesnt ever see such change, you read about it but it never reflects directly to that side of the organization and you will rarely get them on board with this type of thinking.
Fantastic. I have watched this several times back to back. I'm sharing this with Capella University, the online university I am attending, recommending this video be on the resource list.
Hi - thanks for your video. A question please: how do you motivate and rekindle the spirit after the organisation has gone through a headcount reduction where many colleagues have seen their co-workers retrenched or made redundant? thanks - Shaun
Sorry folks for raining on your parade of happy thoughts and platitudes. I have been in the Change Management industry for 23+ years. This video is so entrenched in buzz-words, fluff, and flash, that it fails to connect the dots in substance. There are proven tangible and concrete methodologies to deploy sustainable strategies, such as Hoshin Kanri, that also significantly increase vertical communication, ergo positive outcomes. Change Management is PROGRESS: an intended improvement in any facet of the organization. Trust someone to help you deploy your improvement initiatives with proven TOOLS and experience, not some green kids fresh out school carrying briefcases full of warm-fuzzies
Sorry, but the window story took me out of the video. So tired of antidotes like these. Every manager has one. He made a comment about the windows being dirty and every banker didn't jump up to scrub windows (not their job), so the next time he cleaned the windows (like an everyman, even though it was beneath him) and it motivated them so much that never was a window dirty again. What does this completely fictional story have to do with anything. If only to be retold by someone else. This all felt like fluff without substance.
