If You Want Water to Boil, Turn up the Heat! Pat McLagan - PowerPoint PPT Presentation

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If You Want Water to Boil, Turn up the Heat! Pat McLagan

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In the last post, I talked about one of two major mistakes that condemn changes to the trash heap of failed projects: failing to say NO to a proposed change that won’t add value. The second mistake is both big and common: failing to allocate enough resources for success. – PowerPoint PPT presentation

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Title: If You Want Water to Boil, Turn up the Heat! Pat McLagan


1
If You Want Water to Boil, Turn up the Heat!
Pat McLagan
2
If You Want Water to Boil, Turn up the Heat!
  • In the last post, I talked about one of two major
    mistakes that condemn changes to the trash heap
    of failed projects failing to say NO to a
    proposed change that wont add value. The second
    mistake is both big and common failing to
    allocate enough resources for success. Think
    about this a group decides to pursue a new
    strategy or launch a big change. The change is
    complex and will change roles and relationships
    and require a period of learning, experimenting,
    even trial and error. But the resources
    allocated to the change process are minimal or
    (and this is very common) people are told, Do
    this AND your job, too and stay within the
    current budgets.

3
If You Want Water to Boil, Turn up the Heat!
  • There are many big changes afoot around
    organizations today. The biggest require
    significant shifts in culture, mindsets,
    accountability, and power relationships. Think
    of what is happening as global supply chains put
    pressure on functional silos and command/control
    hierarchies. Think of what is happening to
    organizations and their people as they adjust to
    the VUCA (velocity, uncertainty, complexity,
    ambiguity) environment that smart technology is
    underwriting.

4
If You Want Water to Boil, Turn up the Heat!
  • Ive been involved in many change projects during
    the last decades. I put them into three broad
    categories each requiring resources and
    attention beyond the day-to-day running of the
    business. Some of the changes (Ill call them
    T1, transactional changes) are relatively simple
    to complete and leave roles intact. But they may
    require training and additional communication
    about the rationale for the change. Training and
    communication may be enough to help people get
    over the change hump of adopting a new word
    processing program, for example. But, even
    though T1 is a simple change, it still requires
    time, attention, and additional resources.

5
If You Want Water to Boil, Turn up the Heat!
  • T2 (transitional) changes are a bit more
    complicated and require a greater change
    management investment. T2 changes rattle the
    status quo and change relationships. They are
    changes that are complex but have been
    implemented elsewhere. There is usually a
    relatively clear vision of the end game and
    because something similar exists, uncertainty
    while present is reduced. Examples of a T2
    change include the implementation of a new
    enterprise management system, the opening of an
    subsidiary in a new country, or an organization
    restructuring that results in downsizing.

6
If You Want Water to Boil, Turn up the Heat!
  • These require changes of many kinds. These in
    turn cant occur unless the management puts skin
    in the game, spending personal time supporting
    the changes and funding a good-sized
    implementation program and a change management
    budget beyond business as usual.

7
If You Want Water to Boil, Turn up the Heat!
  • T3 (transformational) changes, the most difficult
    and complex, replace the status quo and require
    significant innovation in uncertainty. These are
    changes like those in big South African
    businesses as apartheid ended, or in
    manufacturing, banking, telecom, and some
    branches of government during major context
    shifts, or in global businesses today that are
    cobbling together complex networks of suppliers
    and customers and looking for ways to keep them
    both aligned and responsive. T3 changes involve
    experimentation and require significant
    investments time, money, people working as
    change teams.

8
If You Want Water to Boil, Turn up the Heat!
  • T3 changes are the equivalent of a state change
    in physics a change from solid to liquid, or
    liquid to gas. Think about what you do when you
    want to boil water to change it from liquid to
    gas. You turn the heat up to 9 or 10 on the
    stove a significant investment of energy. If
    you only turn it to 1 or 2, all you get is tepid
    water and slow evaporation that doesnt power
    anything. The energy investment has to match the
    problem you are trying to solve.

9
If You Want Water to Boil, Turn up the Heat!
  • As you are thinking about your change
    investments, be sure to realize that it takes
    significantly more resources to achieve T2 than
    T1, and yet more for T3. If you are not willing
    to put the time, energy, and resources into a
    change project or goal that it requires, it is
    probably better not to start.

10
If You Want Water to Boil, Turn up the Heat!
  • NUGGET  Make sure your investment in change is
    robust enough to achieve your change goal.
  • Post source Link. want to get tips in your inbox
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11
THANK YOU!
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