Leading factors: stimulating "change hunger"
by Miki SaxonPost from Leadership Turn Image credit: nookiez CC license
Continuing last weeks conversation about change based on IBM’s The Enterprise of the Future.
Let’s start with the fact that change isn’t easy and well-managed change is even more difficult.
“CEO s rate their ability to manage change 22 percent lower than their expected need for it — a “change gap” that has nearly tripled since 2006. While the number of companies successfully managing change has increased slightly, the number reporting limited or no success has risen by 60 percent.”
The problem isn’t just change per se, but
- the speed of change;
- relentlessness of change; and
- how it’s approached.
Global competition and the need to address fast moving targets, with Wall Street/your stakeholders demanding immediate results, puts still more pressure on CEOs and the executive team.
And underlying it all, you must constantly change MAP (mindset, attitude, philosophy™)—your own, your people’s and your culture’s.
But it’s not just about managing change; it’s about creating a desire for it. It’s about creating an environment where changes are being driven by your workers, not just by you and your execs.
How do get your people to want/love/demand change?
Your comments—priceless
July 30th, 2008 at 2:20 pm
I’m hungry for change, but it’s due to dissatisfaction. I don’t think causing dissatisfaction is a really good way to foster change, but it is keeping me going.
Miki as soon as I get my room setup I’ll be in touch again. I’m driving to Chicago and back on Saturday, so I should have time to think and reflect on our conversation.
July 31st, 2008 at 9:23 am
Hi Luke, Actually, dissatisfaction isn’t that bad a motivator. It’s often the there-must-be-a-better-X itch that spurs innovation. The important thing is to channel it positively to the what-can-be and not focus on the negative of what isn’t.
I’m looking forward to hearing from you. Have a great trip:)