Change without Pain

Changes can tear organizations apart – change or die. For companies to succeed in changes they should not keep changing all the time but creating Dynamic stability – to manage the change without fatal pain.

Dynamic stability is a process of not creating a new but re-configuration an exciting practices and business models. Dynamic stability need pacing. Big or small changes must be implementing with the right interval. Huge changes in the company should be replaces by tinkering and kludging.

There are four guidelines: reward shameless borrowing – experimenting what is already existing;

appoint a chief memory officer who can help the company avoid making the same old mistakes;

tinker and kludge internally before searching for solutions externally;

and hire generalists, because generalists tend to be more adept at tinkering and kludging and they have a broad array of ideas and techniques.

Leading Change: Why Transformation efforts fail:

Eight steps (or errors) to transforming your organisation:

·       Establishing or create sense of urgency

·       Creating a powerful enough guiding coalition

·       Creating a vision

·       Communicating the vision

·       Empowering other to act on the vision

·       Planning and creating short term wins

·       Consolidating improvement and producing still more change

·       Institutionalize new approaches. 

There are many mistakes people making but these are the most biggest.