Change your Organization: it’s about trust.

Some days ago a colleague suggested me an interesting blog of James Shore about changing the organization. How an organization can become more agile? How an organization can improve their processes?
Successful organizational changes cannot be fully top-down or bottom-up, but is there really a difference between the two? James Shore thinks they are essentially the same thing: “Both are extremely difficult. Both require that people want to change.” So how can you introduce new ideas and help the change to happen? The central point is trust. James says “It’s as simple as that. When people trust me, I’ve been successful. It hasn’t even been hard. And when people don’t trust me, no amount of cajoling, persuading, beating with sticks, etc., will make a difference.” The way to change something in the organization is no-change. The approach is more to show people ideas, seeing what they think, talking about alternatives, listening to experiences, etc.

“#1: the Way to Change is No-Change. I’ve seen how hard organizational change can be, and so I no longer attempt it. I just share ideas, lead by example, and have fun doing it. If things change, great! It’s a much easier approach to life… and you know what? I think it’s made me more effective as a consultant, and as a change agent, too.”

I like this thought and I think James is right: at the end change is about trust and respect to earn this trust.

“We must be the change we wish to see.” – Ghandi.

Advertisements

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s