Welcome to our first blog posting on our new website. We have upgraded our blogging application so it will be much easier to manage. We’re looking forward to blogging about current topics and hearing your thoughts and ideas. Thanks for visiting our website. We hope this blog will become part of your routine.
For our initial blog, I thought I would share the quote below.
“In order to change an existing paradigm you do not struggle to try and change the problematic model. You create a new model and make the old one obsolete.”
― Richard Buckminster Fuller
How does it apply to IT and organizational change? Over the years, I’ve personally managed several change initiatives. In some instances, steps can be taken to fix or transform a problematic model. You can assess the current organization and determine the cause of the challenges. Based on the root cause, a plan can be developed and the change can occur over time. It is usually a very slow process as people are entrenched in the existing ‘norms’ of the organization.
There are times when the required change is dramatic and you really need to start over. Starting over doesn’t mean firing all of your employees are rehiring. It means defining the culture you want for the organization, assessing the current situation, and building a strategy and a plan to achieve the vision. If the change must take place quickly, there may be some substantial steps that need to occur in order to spark people to depart their normal patterns and reevaluate their existing beliefs.
Notice that when I talk about changing the problematic organization or creating a new model, I use the word ‘plan’. Achieving the desired result requires planning. Often, leaders expect change to occur naturally and some change will take place however, it may not be the change you want and it may take longer than anticipated. You may not achieve the desired outcome at all.
Do you change the model or do you create a new model? It really depends on the current state, how quickly you need to achieve the desired outcome, and the depth and breadth of the changes required. In any case, changing the culture of an organization requires planning in order to maximize the opportunity for success.