PART5: It all adds up – The recipe

After looking at all the elements of the mathematical equation impacting on change efforts, it is time to look at the recipe. I hope you are not going to be disappointed, but I am NOT going to give you THE recipe for change. I passionately believe the recipe is different in every organisation and for every type of change required. Just like every type of cheese has a different recipe.

I believe one should sit with each organisation and custom make a change program for their special needs. 

But I will not leave you with nothing in this blog. I will touch on a few basic principles that can form the basis of the recipe.

The recipe should include the following aspects:

  1.  The manager. What changes must the manager make to his/her behaviour in the bigger scheme of things? Executive Coaching is a great tool to assist the manager to grow in the area he/she needs the most change in.
  2. The employees. Spend as much time as possible understanding what is the one or two things that might block change and what is the one or two behaviours/mindsets that are limiting change. Middle management and employee life coaching can be very valuable to assist with gaining insight. Team coaching can also highlight a few things and in parallel lift morale.  Strengthfinder is also a great tool to understand the team better and to paint a picture of the overall culture in the organisation.
  3. Systems and processes:  Clean up and eliminate all unnecessary steps limiting growth and efficiency.
  4. Find a few “long hanging fruits” that supports the larger culture. Tackle one at a time. Then you can start to tackle the more complex behaviours. Remember, not all habits from the previous culture is lost.
  5. Decide wisely on rewards, but always ensure the boundaries (good and bad) are protected.
  6. Take baby steps. Consider affirmations, vision boards, weekly focus areas, etc.
  7. Get an authentic, trustworthy consultant who has your best interest at heart to assist with the core issues and practical plans to overcome it.
  8. Follow a plan chronological. Do not jump in and do all steps immediately and in parallel.  Plan it out logically, first things first.  

If you want to read all the articles, here are the links:

http://www.wilmiendavisconsulting.co.za/latest-consulting-news/93-culture-and-change

http://www.wilmiendavisconsulting.co.za/latest-consulting-news/95-change-and-culture-part1-the-maths-of-change

http://www.wilmiendavisconsulting.co.za/latest-consulting-news/97-change-and-culture-part-2-the-big-cheese

http://www.wilmiendavisconsulting.co.za/latest-consulting-news/99-culture-and-change-part-3-the-ingredients-of-change

http://www.wilmiendavisconsulting.co.za/latest-consulting-news/102-change-and-culture-part-4-the-equipment-for-making-change

http://www.wilmiendavisconsulting.co.za/latest-consulting-news/105-change-and-culture-part-5-it-all-adds-up-the-recipe

http://www.wilmiendavisconsulting.co.za/latest-consulting-news/107-change-and-culture-part-6-change-in-the-bible

If you rather prefer to read it in English, here are the links:

http://www.wilmiendavisconsulting.co.za/latest-consulting-news/94-kultuur-en-verandering

http://www.wilmiendavisconsulting.co.za/latest-consulting-news/96-kultuur-en-verandering-deel-1-die-wiskunde-van-verandering

http://www.wilmiendavisconsulting.co.za/latest-consulting-news/98-kultuur-en-verandering-deel-2-die-groot-kaas

http://www.wilmiendavisconsulting.co.za/latest-consulting-news/101-kultuur-en-verandering-deel-3-die-bestanddele-van-kaas-2

http://www.wilmiendavisconsulting.co.za/latest-consulting-news/104-kultuur-en-verandering-deel-4-die-gereedskap-om-verandering-te-maak-2

http://www.wilmiendavisconsulting.co.za/latest-consulting-news/106-kultuur-en-verandering-deel-5-dit-tel-alles-op-die-resep

http://www.wilmiendavisconsulting.co.za/latest-consulting-news/108-kultuur-en-verandering-deel-6-verandering-in-die-bybel

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