Movers, Moveables, Immovables
People respond to change differently. Movers run with it, Moveables wait and see and Immovables ignore or push back. It's important for change agents to facilitate change in the spaces between these personas.
Movers, Moveables, Immovables vs traditional thinking
Two different assumptions about how change should work.
Lean Change
Not everyone will embrace change, and that’s okay. Instead of wasting energy fighting resistance, focus on empowering the Movers and influencing the Movables. Change happens through momentum, not forced compliance.
Traditional Change Management
Resistance must be overcome to ensure successful change. If people aren’t engaged, it’s because they haven’t been properly trained, communicated with, or convinced. Change leaders should focus on getting everyone on board, even if it means forcing alignment.
Not everyone responds to change in the same way. Traditional change management [b]treats people as a single group[/b], assuming that with enough training, communication, or persuasion, everyone will eventually get on board. But real change doesn’t work that way.The [b]Movers/Movables/Immovables[/b] model acknowledges t...
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Child Developments
Related child elements that expand this building block.
IMMOVEABLES are incorrectly labeled as 'resisters'. They might have a better idea, or feel excluded from the change if it was dropped through the HOLE IN THE FLOOR
MOVEABLES might want to wait until they see others doing the change first. They can become strong advocates, but might just need a bit more time.
MOVERS take action first. The change aligns with their existing beliefs and they generate social proof that the "change can work here"
Connections to the broader Lean Change ecosystem.
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