Organizational Physics
The delicate dance of push and pull. All organizations react to change triggers differently. This element helps you explore possible sources of friction.
Organizational Physics vs traditional thinking
Two different assumptions about how change should work.
Lean Change
Organizations are living systems. For each change, there are intended, un-intended and un-known consequences.
Traditional Change Management
Organizations are like machines. Every part has a role and as long as each part does their job, everything works smoothly.
"Nothing is as practical as good theory" - Kurt Lewin.
The internet is littered with change frameworks. Many of the theories behind them are quite similar. N-step models prescribe steps that promise success, yet according to the same creators of these magical frameworks, 70% of changes fail.
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Child Developments
Related child elements that expand this building block.
When change doesn't happen, the FOREIGN ELEMENT might not be strong enough. Increase disruption, but be aware of the RIPPLES it can create.
When we don't see change happening, we might be creating, or have too much friction that gets the change stuck.
Sometimes organizations aren't ready for change. RIDING THE CURRENT is the opposite approach of DISRUPTION. Think of taking baby steps and piggybacking new behaviours on top of old ones.
How can we understand the direct, in-direct, and potential un-intended consequences of the change?
What we see on the surface is a response to a change in the system, don't assume it's resistance, there is valuable data in the response people have to change.
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