Our new change triangle is now a double triangle:
What this means is that
- if you are considering change you need to consider all seven dimensions.
- when you look at your change management processes they need to explicitly acknowledge and deal with each of the seven dimensions
- you need to be able to assess and address each of the seven dimensions in making change.
More experienced practitioners will immediately see why their people-process-technology approach to change has left holes and not delivered the desired smooth or effective change at times.
For example, a project to realign and restructure a department can involve
- Strategy — how does this impact or is it impacted by the strategy? Is it consistent?
- People — who is impacted and by how much? Are they up to the new changes?
- Structure — what will be the new structure and specific accountabilities?
- Infrastructure — what new space, equipment, physical networks, etc will be required?
- Information — what changes to the information/reporting/measurement flows will be required?
- Processes — what processes will change, how and why? What systems changes are required?
- Culture — how will this challenge the mindsets and belief systems? How radical a change is this to the current ways of thinking?
Trying to achieve just an organizational change without all seven dimensions is a recipe for disaster.
What do you think? Do you think the P-P-T triangle meets all of your needs? Comments to the blog
© Jed Simms, Australia, 2009
