Happy Labor Day ka.
Many organizations are striving to go through major changes, fast or slowly. I went through a summary of 'The Human Element' by Loran Nordgren & David Schonthal from Summary.com, April 2022 and liked it with some points to share.
It's applicable to think of them when making change happen ka. I quoted quite a bit straight from the summary and put them under quotation marks na ka. Here you go:
1. It's better for us to consider some human factors that could potentially stop our 'momentum into effective catalysts for change'.
2. 'The human mind is hardwired to favor the familiar. Yet new ideas ask people to embrace the unknown.'
3. Ask 3 questions to see how innovation/change could get stuck and go into 'inertia:
3.1 'Does the innovation represent a major break from the status quo or is it a slight tweak on what has been done before?'... radical ideas could turn people away out of their distrust and unfamiliarity.
3.2 'Have people had time to acclimate to the idea?' We could see resistance if not enough time is given for them to adjust to the new ways of thinking....and I quietly think of how long is needed too na ka.
3.3 Does the proposed change
happen gradually or in one big step? Don't change far too fast and create steps for people to tune into it ka.
4. I also like this set of 'Yes Questions' that could be some cautions for us not to be hit hard by resistance:
4.1. 'Are you asking or telling?' making it more pleasant to win their willingness by asking them ka.....ours tend to be 'telling' till the teams get used to be told, not to think on their own ka.
4.2 'Are you asking a yes question? New innovations and ideas will be more easily accepted if we begin with questions that reveal acceptance and common ground.'
4.3 'Can you create public commitments? Self-persuasion becomes more powerful when the commitment is made publicly.'
Love the term...Self-persuasion... as it shows a personal commitment by his/her own choice to jump in and act collectively.
5. Change works when people can 'Co-Design' and this can be some guided questions ka:
5.1 'Can your audience participate in designing the idea?' similar to creating a sense of ownership with inclusion.
5.2 'Is participation meaningful? Self-persuasion doesn’t lend itself to short cuts or empty gestures. Co-design is most powerful when participation is meaningful and exceeds people’s expectations.'
My keywords from this summary are 'Self-persuasion, Trust, Familiarity, Ownership, Co-design' ka.
Anything you find most interesting to you mai ka?
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