More Discussion on Change

It seems as though I’ve spent a significant amount of time the past few weeks trying to understand the process of change.  How to initiate change, lead others into accepting change, and understanding one’s commitment level to change, are topics that I’ve written about.

At some point in time, change will take place, or you will make a decision to change something yourself.  Initiating the change is only the start, but managing complex change is a completely different beast.  Unless you can manage change, literally wrap your hands around it and use it as the catalyst for positive results, then you’re likely to experience a wide range of emotions from frustration to confusion.

Can (complex) change be frustrating and confusing?  Of course.  Is it supposed to be?  At times.  Is that the end goal?  Not at all.

To truly enact and drive change in your personal life and professional organizations, it requires the implementation of five key elements – vision, skills, incentives, resources, and an action plan.

e7ec50f1-1e78-4d0f-8a87-4ac9d073327d-originalMathematical Infographic on Systematic Change

Wow, mathematical infographic on systematic change.  It’s a mouthful in of itself.  However, the visual for this phrase is fairly easy to interpret (regardless of your mathematical skill level).

I stumbled upon this image recently from a friend that had shared it on LinkedIn.  Yes, I’m shamelessly stealing because it is remarkably relevant and dove tails nicely with last weekend’s post.

Vision, skills, incentives, resources, and an action plan – a mixture of philosophical and concrete ideas.  More importantly, critical elements to understand and reap the fruits of change.

Remove one element from the equation and the ‘answer’ is likely not something that you want to experience.  However, when all five are utilized, it creates a formula for success.

Solving the Equation

Over the next five weeks, I’m going to digest each component of the equation, in order to better understand its role in managing change.  I believe there is a big difference between controlling change and managing it, which is why I find this infographic interesting and want to share with you.

In the weeks to come, I plan to break down each element and briefly explain the meaning of each of the five words, the role they play in managing complex change, and the result if it is missing from the equation.

I’ll leave you with a question to ponder until next week.

In your own life (be it personal endeavors or professional environment), is your goal to manage what happens to you, or to control it?

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