Here are a few photos of abandoned shopping carts seen around town. This urban blight was in the Seattle area but this could be Anytown, USA or beyond. Kroger, QFC, Safeway, Bartells – no one store is immune and the problem is worsening. Bus stops, apartment homes, retirement homes, sidewalks, bike trails, parking lots, and dumpster areas seem to be the favorite dropping off stations.
Gregory Olson founded strategy and design firm Delightability, LLC. with the belief that if you delight customers then success will follow. He believes that we all have the potential to do better, as individuals, organizations, and communities, but sometimes we need a little help. Gregory also serves as a volunteer board member for Oikocredit Northwest, a support association for social and impact investor, Oikocredit International.
The lack of success and outright failure of change initiatives has caused us to design a sustainable and effective model for change. Though change doesn’t happen without people, our experience shows us that many leaders jump from decision to implementation, skipping the critical step of gaining alignment of the people who will carry the burden.
Our human centric change model embraces people; we call it the 3 Doors of Change. Think of successful change initiatives having to pass through each of the 3 doors in order for the change to take hold and make a lasting impact. Getting through door number 1 is easy and involves making a decision, crafting a vision or a plan. Here is where organizations often invest time and resources into making a better, more informed decision.
Door number 3 is implementation. It is here where plans are put to the test. The mechanical performance of actions are performed to get the desired results. The execution police are relentless in keeping us on task even though we may have lost site of what we were doing, or the original purpose behind it. The belief that employees or volunteers blindly adhere to whatever has been decided may be a hangover from the industrial age and era of specialization where people were thought of as efficient assembly line workers, chunking out whatever the factory boss had configured the line to do.
But, most of us don’t work in factories. And, even fewer workers today have a sense of duty to whoever is barking orders.
So, why is it that we still act like we work in factories? Because institutions and organizations are slow to change save for the rare organization that crafts new rules and norms. HR, Training and Development departments, and leaders are seldom well versed in psychology, campaign design, and shaping human behavior. Think of your current organization and all of the organizations that you’ve worked with and for. How much did you learn about getting other people on board your train? That is exactly what is needed for successful change and the subject of door number 2, alignment.
Door number 2 is the pathway to sustainable change. Here is where activities and campaigns help to on-board, inform, and empower people to participate. As members of teams and participants to others’ plans, we crave to be heard and to be ready for what is asked of us. Visit any social network or a highly functioning team and you’ll witness this in droves.
The Big Idea Toolkit has this change model built in. The path on the Big Picture is intentionally a “z” shape. At first, when you make a decision and move through door number 1 you feel like you are moving forward. But, then you feel like you are going backwards when trying to gain alignment. Time seem to slow d o w n while your working through alignment. After gaining alignment, you’re moving forward again. These feelings of moving forward then backward and forward again are reinforced by the blue z shaped path on the Big Picture.
Teams that skip door number 2, jumping to implementation too quickly, eventually return to gain alignment of the rest of the people that will carry out the change. Think of changes you’ve been apart of or witnessed. It IS very possible that change occurs quickly, effortlessly, and even invisibly But, for this to happen you’ll have to include attributes that help with door number 2, alignment. In the best of cases, you’ll have a high alignment-word density in your change initiative. Alignment words to consider include: valued, inclusion, expression, respect, participation, secure, authentic, credible, relevant, focused, incremental, clarity, easy, purpose, destination, community, sharing, and payoff.
Change efforts needn’t be top town or driven by legislation. No boss told you to put yourself on Facebook or LinkedIn or begin text messaging yet, you did all of those.
If you want to make a bigger impact for yourself and others you’ll need to pay attention to the 3 Doors of Change. You’ll look less like a politician, lawmaker, or bureaucrat and more like an 21st century change master that aligns people to make great things happen. And, in a lopsided world rife with ailments we could all use more greatness.
Please share your experiences around alignment with teams? What are some of the tactics you have successfully used or others have used on you? Comment here, on Facebook, twitter, or email Greg Olson
If I receive your email newsletters, updates, press release, etc. and I no longer want to receive your stuff, then please let me easily unsubscribe. Asking me to login to an unwanted “account” in order to change my communications preferences is tantamount to asking me to finish the meal, even though I’ve decided I don’t like the taste. Please recognize that I no longer want to eat. Maybe I don’t like your food or I’m simply too full. Whichever the case, please don’t fight me when I push away the plate. Better yet, be a good host and recognize when I’ve long stopped eating and simply offer to take away the plate for me.
The many peeps that are full of your brand, but not as full as you are
It turns out that the world has been swimming in positive psychology for a couple of decades. Amid that, we have many things to cite in the world that aren’t so swimmingly positive. And how many of us have fallen prey to the motivating seminar or sales pitch, only to fail later when we return to our old habits and practices. Being positive, having unabated enthusiasm, and putting blinders up to all things negative, doesn’t create the warm, fuzzy, prosperous future we once thought it would.
In the December issue of Psychology Today, Annie Murphy Paul, explores the uses and abuses of optimism (and pessimism). Like the author of the article suggests, as in many things, context matters. It turns out that there is a time to be optimistic and a time to be pessimistic. Sometimes it is helpful to think of things that might go wrong.
Today 10,700 people employed by Borders will begin losing their jobs as the company plans to shutter it remaining 399 stores and liquidate the entire business. Once considered a staple, the big chain bookstore might be the flour for a recipe that no longer gets baked.
Insights are everywhere and nowhere at the same time. Like the road you travel daily to get to where your going, you pass by people, buildings, and landscape that seldom take notice. That is until you do. Life happens, context changes and then voila, something that was already there and invisible, suddenly appears as if out of nowhere. It now makes sense; it fits and spurs you to action. Now you call, you buy, you have a different conversation, you do something different. But this doesn’t have to be accidental. You can make this happen. You can make Voila become part of your everyday.
I witnessed a really funny thing. Well, a sadly funny thing. I accompanied a friend to Lowe’s home improvement. She had received a direct mail promotion containing a gift card that provided $10 toward any project purchase totaling $50 or more. Great! We were both excited to get cracking on that new painting project she had on her to-do list.
Trouble is Lowe’s didn’t really have what she wanted and the card expired that day. So, in the spirit of paying it forward, she went to the checkout area and targeted folks in line that obviously had more than $50 worth of merchandise.
Think about the culture of your organization. Are you allowed to fail, is it encouraged, learned from, or it is something to be avoided at all costs. Recognize that as organizations mature they become less tolerant of risky, unproven, new ventures that have uncertain potential.
In public companies, beholden to the perceived needs of investors, this is troublesome. While these skittish companies and the leaders that drive them focus on short term needs of investors, more fearless upstarts are redefining industries and taking away customer mind share.
Are you Going Mental?
Ok, phew – you’ve landed. You got past the headline. Now you may be wondering what this post is all about. An article on crazies. No – though I did like the movie by that title.
Going mental is what you need to do more of. Nobody gets harmed, unlike in the movie. When you get stuck, you lack a mental model of how to proceed, similar to a 2nd grader trying Continue reading “Are you Going Mental?”
Gosh. That sounds mean. Why would you say that? Like a child learning to walk, uninstructed, unencumbered by rules and the walkers operational manual, we all need to run experiments, prototype and get onto the business of walking so someday we can master running. Babies run experiments and eventually they turn many failed attempts into the successful first walk. They go on to refine their walk and eventually master running, skipping, jumping and a host of related activities. In our adult lives we sometimes forget how naturally wired we are to do this. We erect and adhere to rules, systems, and process even when the situation doesn’t call for it. Failure is OK; it can be really good for you and your organization. I pray that you fail and then learn from it to make a difference.
If you can’t walk, then you can’t run. And running is exactly what you need to do to out execute the competition and to sense, satisfy, and delight the needs and wants of your customers.
Have courage to create a new conversation. Take a risk. Build a prototype. Test it for value. If you don’t fail – great. But it you do, share the failing, learn from it, and move on. Think of all of the wonderfulness in the world that we wouldn’t experience if people didn’t have the courage to face potential failure.
Now go out and fail at something to make the world a better place.