FROM CHANGINGMINDS.ORG which I stumbled upon while researching the seven stages of grief for the loss of the way things are, a metaphor for our time in history.
"These are techniques for creating change in any organization. Here is an alphabetic list of some of the methods you can use.
* Boiling the frog: Incremental changes may well not be noticed.
* Burning bridges: Ensure there is no way back.
* Burning platform: Expose or create a crisis to get things going.
* Challenge: Inspire them to achieve remarkable things.
* Coaching: Psychological support for executives.
* Command: Tell them what to do.
* Destabilizing: Shake people of their comfort zone.
* Evidence for change: Cold, hard data to show need for change.
* Evidence stream: Show them time and again that the change is happening.
* Education: Learn them to change.
* Facilitation: Use a facilitator to guide team meetings.
* First steps: Make it easy to get going.
* Golden handcuffs: Keep key people with delayed rewards.
* Institutionalization: Building change into the formal systems and structures.
* Involvement: Give them an important role.
* Management by Objectives (MBO): Tell people what to do, but not how.
* Management causality mapping: Helping a team see its own role.
* Open Space: People talking about what interests them.
* Rationalization trap: Get them into action first.
* Re-education: Train the people you have in new knowledge/skills.
* Restructuring: Redesign the organization to force behavior change.
* Reward alignment: Align rewards with desired behaviors.
* Rites of passage: Use formal rituals to confirm change.
* Setting goals: Give them a formal objective.
* Shift-and-sync: Change a bit then pause to restabilize.
* Socializing: Build it into the social fabric.
* Spill-and-fill: Incremental movement to a new organization.
* Stepwise change: Breaking things down into smaller packages.
* Visioning: Create a motivating view of the future.
* Whole-system Planning: Everyone planning together.
These are also available, sorted by Lewin's freeze phases, as:
* Unfreezing techniques to get them going.
* Transitioning techniques to get them to the right place.
* Refreezing techniques to keep them there."
What if we apply this to our lives, as organizations? I'm going to try. At least for the next few minutes.
"These are techniques for creating change in any organization. Here is an alphabetic list of some of the methods you can use.
* Boiling the frog: Incremental changes may well not be noticed.
* Burning bridges: Ensure there is no way back.
* Burning platform: Expose or create a crisis to get things going.
* Challenge: Inspire them to achieve remarkable things.
* Coaching: Psychological support for executives.
* Command: Tell them what to do.
* Destabilizing: Shake people of their comfort zone.
* Evidence for change: Cold, hard data to show need for change.
* Evidence stream: Show them time and again that the change is happening.
* Education: Learn them to change.
* Facilitation: Use a facilitator to guide team meetings.
* First steps: Make it easy to get going.
* Golden handcuffs: Keep key people with delayed rewards.
* Institutionalization: Building change into the formal systems and structures.
* Involvement: Give them an important role.
* Management by Objectives (MBO): Tell people what to do, but not how.
* Management causality mapping: Helping a team see its own role.
* Open Space: People talking about what interests them.
* Rationalization trap: Get them into action first.
* Re-education: Train the people you have in new knowledge/skills.
* Restructuring: Redesign the organization to force behavior change.
* Reward alignment: Align rewards with desired behaviors.
* Rites of passage: Use formal rituals to confirm change.
* Setting goals: Give them a formal objective.
* Shift-and-sync: Change a bit then pause to restabilize.
* Socializing: Build it into the social fabric.
* Spill-and-fill: Incremental movement to a new organization.
* Stepwise change: Breaking things down into smaller packages.
* Visioning: Create a motivating view of the future.
* Whole-system Planning: Everyone planning together.
These are also available, sorted by Lewin's freeze phases, as:
* Unfreezing techniques to get them going.
* Transitioning techniques to get them to the right place.
* Refreezing techniques to keep them there."
What if we apply this to our lives, as organizations? I'm going to try. At least for the next few minutes.
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