Change Curve: Foundations

I’m just #WorkingOutLoud as i write what may be the final first draft section of the new book on Organisational Change in the Social Age. The Dynamic Change framework takes an organisation from ‘Resistant‘ to change, through ‘Constrained‘, and onto ‘Dynamic‘. There are two key parts to the framework: first, overcoming the resistance and second, achieving agility. The last part i’m writing completes the first loop, and i’ve taken to characterising this whole piece as ‘foundations‘, setting the foundations for change. So moving from ‘Resistant’ to ‘Constrained‘ is about setting foundations, which we build on to get to ‘Dynamic‘.

Change Curve - foundations

Phew, sound complex? Well, that’s the point of #WorkingOutLoud: you can prototype your ideas and rehearse your language, see what works and figure out how to make it more simple. When i finish this section, over the next few days, i’ll have around thirty five thousand words of first draft content, plus around forty finished illustrations, so it’s a good foundation. I’m taking a week later in November to run through this first draft and polish it up, which may involve quite a lot of rewriting, so watch this space. I’ll share as i go. My aim is to have the whole text complete within a month…

Change Curve - from resistant to constrained

I haven’t managed to write anything substantial today, just this illustration, which shows that concept of ‘setting foundations‘. It’s called ‘embedding‘ within the model, shown below. So we segment the resistors to change, own or allocate them, create agency, then embed the embryonic change community into the organisation.

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About julianstodd

A learning and development professional specialising in e-learning and learning technology.
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2 Responses to Change Curve: Foundations

  1. Pingback: This Week’s Links « Timothy Siburg

  2. Pingback: Laying The Foundations For Change | Julian Stodd's Learning Blog

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