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Mentoring
Architecture to Drive Organizational Change
The following
diagram demonstrates an approach to driving change in an organization.
Vision
- Why do you want to make this change?
Relevant
anchors - Some objective manifestation, or concrete measure, of the
change
Broad-based
participation - get a wide base of solid support
involved (10% is a good estimate)
Extra-ordinary
communication - not just a memo mandate and templates rolled out via
email!
C3 role
models, for people to look to as bought in:
- Consistent - what are key people
doing that is consistent with the change?
- Congruent - how is there a fitting
together of things / people to help this change
- Courageous - this is needed, can it
be seen?
Emotional
worth - how is this being demonstrated?
By an executive sponsor?
Here
is an example of this approach in action from a real situation:
Download
rolling out formal status reporting (pdf file format)
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