Change Effort Not Working? Try Appreciative Inquiry And Changing The Culture
This is the abbreviated post for the more detailed post on how to make change management work.
Many of my clients approach me because they want one of three things.
1) Process improvement
2) Strategy facilitation
3) Cultural changes
Mostly they ask for the first two choices because they are more concrete. When clients choose to do only process improvement or only strategy the gains from their efforts and the lean way consulting are short lived. Ultimately true sustainable change only comes from cultural change and that is not easy. Organizations fall into typically two categories.
1) An organization wants to do a process improvement effort like Lean and are excited to use the tools because of all the great things they heard Lean can do for their organization. While that is true they miss the critical element of the management and sustaining side.
2) An organization wants to do a process improvement effort like lean and understands it’s more than a tool set but will focus on a problem orientation when implementing Lean.
The lean way consulting’s system for process improvement is to integrate cultural changes at the beginning with an approach called appreciative inquiry. Appreciative inquiry is an approach designed to build on the strengths of an organization and address the weaknesses in the context of building on strengths. Normal Lean implementations are based solely on what’s not working.
0) Training (ongoing)
1) Start in a place where there is a need
2) Build out an area to experiment and grow momentum
3) Expand by creating tension to constantly move people out of their comfort zones
4) Integrate what you are doing in strategy