Managing Change

January 24, 2014

Scott and Jaffe Change Model

Dealing with change in an organization is often a highly emotional issue. Scott and Jaffe, discuss the importance of a sort of tipping point from resistance to curiosity.
In our Dale Carnegie CBDS module entitled “Manage Change Effectively” we echo this line of thought, but not in an obvious way. We break down change into six steps. 1. Establish a Motivation for Change. 2. Analyze the Situation. 3. Plan the Direction. 4. Implement the Change. 5. Review the Direction. 6. Adopt or Adjust.
In our step three explanation this text appears: “Once the determination is made that opportunities outweigh the risks of making the change…”
That determination is the same tipping point, and is pivotal to the success of moving forward with the implementation.
The thing is that we as leaders of the change can not push, pull, or coax our team members into that determination, they must arrive at it on their own. It is up to us to provide as much data, evidence, and support to help them make the determination.
As change leaders we have a huge responsibility to look for and recognize this tipping point. If we turn a blind eye to this determination, we run the risk of forcing an unwilling group of people into a situation of compliance, doubt, and sometimes undermining actions.
To successfully implement change, we must have everyone at the point of determination that benefits offset the risks.

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