Embedding Change

Embedding change

Embedding Change – Making It Stick And Creating A Culture

Embedding change – here are some ways to make sure the change in your organization is successful

  1. Give them the evidence Show people over and over that the change is real. Provide them with a steady stream of evidence to prove that the change has happened and is successful.  Set out to deliver real results at regular intervals in your change process and then tell people about them – don’t just wait for the big bang at the end. Get people involved and then get them to talk about their involvement.  Make sure everyone hears the news.
  2. Financial reward When loyalty and the joy of the job are not enough to keep people, they may need some financial or other rewards.  The promise of future reward may be enough to keep them engaged but make sure it isn’t too far out to be enticing — usually reasonable reward needs to be within a twelve-month timeframe. This risk is that when the reward is gained, you may lose them. If you want them to stay, you may need to keep a rolling “golden handcuff “ system
  3. Build change into formal systems and structures After a while, institutionalized things become so entrenched, people forget to resist and just do what is required, even if they do not agree with them.  So you can make changes stick by building them into the formal fabric of the organization, for example, in standards and personal objectives.
  4. Give them a new challenge A challenge is a great motivator that can focus people on new and different things. Get people to keep up interest in a change by giving them new challenges related to the change.  Make sure the challenges really stimulate them and keep them looking to the future.
  5. Reward people for doing the right things. A surprisingly common trap in change is to ask (or even demand) that people change, yet the reward system that is driving their behavior is not changed. Asking for teamwork then rewarding people as individuals is a very common example.  So when you make a change, make sure that you align the reward system with the changes that you want to happen.
  6. Rites of passage Rituals are symbolic acts to which we attribute significant meaning. A celebration to mark a change is used in many cultures, ranging from rites of passage to manhood for aboriginal tribes to the wedding ceremonies of Christian and other religions. Such ritual passages are often remembered with great nostalgia, and even the remembrance of them becomes ritualized.  When a change is completed, celebrate with a party or some other ritualized recognition of the passing of a key milestone.  You can also start a change with a wake (which is a party that is held to celebrate the life of someone who has died) to symbolize letting go of the past.  Create new rituals to help shift the culture to a new form. Use these, if possible, to replace the rituals that already exist.
  7. Socializing Build your change into the social fabric. A change that is socialized becomes normal and the ‘way things are’.  When something becomes a social norm, people will be far more unlikely to oppose it as to do so is to oppose the group and its leaders. Seal changes by building them into the social structures.  Give social leaders prominent positions in the change. When they feel ownership for it, they will talk about it and sell it to others.

If you have other ideas for embedding change and making it successful, please share them here.

Wendy Smith, Career, life and Business Coach
Wendy Smith, Principal Coach, WiseWolf Life and Career Coaching

Wendy Smith is a career consultant, life coach and business coach with depth of experience in organisational development, management, coaching and personal development. That experience means she is equally at home helping clients find a new career direction, starting-up new businesses or dealing with life’s more challenging personal issues. You can contact her at wendy@wisewolfcoaching.com

Wendy has written a little eBook on how to get on with your boss and a book on job search – you can find all her books on Amazon at this link

         

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Embedding Change – Making It Stick And Creating A Culture

Embedding Change – Making It Stick And Creating A Culture

Here are some ways to make sure the change in your organization is successful

  1. Give them the evidence Show people over and over that the change is real. Provide them with a steady stream of evidence to prove that the change has happened and is successful.  Set out to deliver real results at regular intervals in your change process and then tell people about them – don’t just wait for the big bang at the end. Get people involved and then get them to talk about their involvement.  Make sure everyone hears the news.
  2. Financial reward When loyalty and the joy of the job are not enough to keep people, they may need some financial or other rewards.  The promise of future reward may be enough to keep them engaged but make sure it isn’t too far out to be enticing — usually reasonable reward needs to be within a twelve-month timeframe. This risk is that when the reward is gained, you may lose them. If you want them to stay, you may need to keep a rolling “golden handcuff “ system
  3. Build change into formal systems and structures After a while, institutionalized things become so entrenched, people forget to resist and just do what is required, even if they do not agree with them.  So you can make changes stick by building them into the formal fabric of the organization, for example, in standards and personal objectives.
  4. Give them a new challenge A challenge is a great motivator that can focus people on new and different things. Get people to keep up interest in a change by giving them new challenges related to the change.  Make sure the challenges really stimulate them and keep them looking to the future.
  5. Reward people for doing the right things. A surprisingly common trap in change is to ask (or even demand) that people change, yet the reward system that is driving their behavior is not changed. Asking for teamwork then rewarding people as individuals is a very common example.  So when you make a change, make sure that you align the reward system with the changes that you want to happen.
  6. Rites of passage Rituals are symbolic acts to which we attribute significant meaning. A celebration to mark a change is used in many cultures, ranging from rites of passage to manhood for aboriginal tribes to the wedding ceremonies of Christian and other religions. Such ritual passages are often remembered with great nostalgia, and even the remembrance of them becomes ritualized.  When a change is completed, celebrate with a party or some other ritualized recognition of the passing of a key milestone.  You can also start a change with a wake (which is a party that is held to celebrate the life of someone who has died) to symbolize letting go of the past.  Create new rituals to help shift the culture to a new form. Use these, if possible, to replace the rituals that already exist.
  7. Socializing Build your change into the social fabric. A change that is socialized becomes normal and the ‘way things are’.  When something becomes a social norm, people will be far more unlikely to oppose it as to do so is to oppose the group and its leaders. Seal changes by building them into the social structures.  Give social leaders prominent positions in the change. When they feel ownership for it, they will talk about it and sell it to others.

If you have other ideas for embedding change and making it successful, please share them here.
Wendy Mason is a career coach.  She helps people reach their goals and aspirations, without sacrificing their home and personal life.  Before working as a coach, Wendy had a long career in both the public and private sectors in general management and consultancy as well as spells in HR.  She now divides her time between coaching and writing. You can contact Wendy at wendymason@wisewolfcoaching.com and find out more at http://wisewolfcoaching.com

Leading Leading Change the Simple Way

Leading Leading Change the Simple Way

The three stages of change identified by psychologist Kurt Lewin are the basis of Leading Change The Simple Waymost change management approaches today. Lewin’s three stages are about leading change the simple way.

They are very easy to understand – unfreeze, transition, re-freeze!

There are simple techniques you can use at each stage to move people through and to complete your change successfully.

Leading Leading Change the Simple Way

Unfreeze: People like to feel safe and in control.  Their sense of identity is tied into their present environment; so, they like to stay in their comfort zone! Talking about the future is rarely enough to get them to change.

But there are simple techniques you can use to get them to “thaw” and to make them ready for change.

Transition For Lewin change is a journey.  This journey may not be that simple and the person may need to go through several stages of misunderstanding before they get to the other side.

It is very easy to get caught up in this middle stage. Transition takes time and needs leadership and support! Sometimes transition can also be a pleasant trap – it may feel better to travel hopefully than arrive – particularly for the team leading the change.

Techniques used by experienced change managers move people through transition to the new destination

Refreeze At the other end of the journey, the final goal is to ‘refreeze’, putting down roots again and establishing a new place of stability – embedding new processes and developing a new culture.

Wendy Smith is a career consultant, life coach and business coach with depth of experience in management, coaching and personal development. That experience means she is equally at home helping clients find a new career direction, starting-up new businesses or dealing with life’s more challenging personal issues. You can contact her at wendy@wisewolfcoaching.com

Wendy has written a little eBook on how to get on with your boss and a book on job search – you can find her books on Amazon at this link

         

Leading Leading Change the Simple Way and a Present from Wisewolf

The three stages of change identified by psychologist Kurt Lewin are the basis of most change management approaches today.

They are very easy to understand – unfreeze, transition, re-freeze!

There are simple techniques you can use at each stage to move people through and to complete your change successfully.

Unfreeze: People like to feel safe and in control.  Their sense of identity is tied into their present environment; so, they like to stay in their comfort zone! Talking about the future is rarely enough to get them to change.

But there are simple techniques you can use to get them to “thaw” and to make them ready for change.

Transition For Lewin change is a journey.  This journey may not be that simple and the person may need to go through several stages of misunderstanding before they get to the other side.

It is very easy to get caught up in this middle stage. Transition takes time and needs leadership and support! Sometimes transition can also be a pleasant trap – it may feel better to travel hopefully than arrive – particularly for the team leading the change.

Techniques used by experienced change managers move people through transition to the new destination

Refreeze At the other end of the journey, the final goal is to ‘refreeze’, putting down roots again and establishing a new place of stability – embedding new processes and developing a new culture

Would you like to find out more about this simple approach and the simple techniques you can use to make your change successful!

If you sign up to receive Wisewolf Talking direct by email, you will receive a free copy of my simple guide to leading change.

You will find the sign up form at the top of the column on the right.

Bewildered by the change you have to make – here is help!


Do you need to make a change in your organisation?  Does the prospect feel overwhelming?  Well why not use the simplest model of change – the Freeze Phase Model, also known as Square-Blob-Star!  This post tells you how to use it!  If you care about leading you organisation well and if you are committed to being a good manager, you have all you need need to implement this approach well!

This post appeared on my blog in July 2009.  It is one of the most popular pieces here and I believe that many readers have found it useful!  So I am have revamped it slightly with some links to techniques to use when you implement the model.  I’ve seen this approach work many times.  I wish you luck with your change and if you would like further advice, please get in touch!

In the early 20th century, psychologist Kurt Lewin identified three stages of change that are still the basis of many approaches today.

UNFREEZE

People like to feel safe and in control and their sense of identity is tied into their present environment particularly if it has been relatively stable for a while!  This creates a feeling of comfort and any challenges to it even those which may offer significant benefit, can cause discomfort. See why change hurts! Talking about the future is rarely enough to move them from this ‘frozen’ state and significant work is usually required to ‘unfreeze’ them and get them moving.  In frustration some managers may revert to using a Push method to get them moving – coercing them into a change.  The Pull method of leadership, persuasion and modeling behavior takes longer but has a much better long term effect . The term ‘change ready’ is often used to describe people who are unfrozen and ready to take the next step. Some people come ready for change whilst others take a long time to let go of their comfortable current realities.

TRANSITION

For Lewin change is a journey.  This journey may not be that simple and the person may need to go through several stages of misunderstanding before they get to the other side.  A classic trap in change is for the leaders to spend months on their own personal journeys and then expect everyone else to cross the chasm in a single bound. Transition takes time and needs leadership and support!   But sometimes  transition can also be a pleasant trap – it may feel better to travel hopefully than arrive – particularly for the team leading the change.

REFREEZE

At the other end of the journey, the final goal is to ‘refreeze’, putting down roots again and establishing the new place of stability – embedding new processes and developing a new culture.  In practice, refreezing may be a slow process as transitions seldom stop cleanly, but go more in fits and starts with a long tail of bits and pieces. There are good and bad things about this.   In modern organizations, this stage is often rather tentative as the next change may well be around the next corner. What is often encouraged, then, is more of a state of ‘slushiness’ where freezing is never really achieved (theoretically making the next unfreezing easier). The danger with this that many organizations have found is that people fall into a state of change shock, where they work at a low level of efficiency and effectiveness as they await the next change.

You can find out more at the following links

More of the Freeze Phase/Square-Blob-Star Model – general introduction continued

Getting ready for the Change (Unfreeze) – some unfreezing techniques

Helping people to change (Transition) – constructive ways to manage transition

Completing the Change (Refreeze) – constructive ways to embed the change and make sure it sticks


Embedding change: how to refreeze successfully

Embedding change: how to refreeze successfully

Refreezing is the third of Lewin’s change transition stages. This is where people are taken from a state of being in transition and moved to a productive, healthy state that is stable. It means embedding change successfully. Embedding change takes time and needs leadership and support!

The three stages of change identified by psychologist Kurt Lewin are the basis of most Embedding changechange management approaches today. They are very easy to understand – unfreeze, transition, re-freeze! Recently I wrote here about how to unfreeze and transition. This post deals with ensuring your change you made is truly embedded in the organisation.

Embedding Change

Here are techniques to ensure your change is truly successful.

Evidence stream

Show your people time and again that the change is real. This means providing a steady stream of evidence of results. It “proves” that the change has happened and is successful.  So, you could plan for change projects to reach milestones and deliver real results to a regular and predictable timetable. This would be accompanied by a stream of regular communications that is also delivered on a well-managed timetable. And it is the opposite of planning for an early ‘big bang’ followed by a long period of relative silence.

You should communicate through a range of media. Get people who have been involved to stand up and tell their stories of challenge and overcoming adversity. And, ensure the communications reach everyone involved, and do so over and over again.  Keep posters and data charts up to date. Regularly show progress, demonstrating either solid progress against plan or robust action to address any slippage.

Institutionalisation

Build the change into your formal systems and structures. The formal systems and structures within the organisation are those which are not optional. So, people do them because they are ‘business as usual’ and they will be criticised or otherwise punished if they fail to do them. After a while, institutionalised items become so entrenched, people forget to resist. And they just do what is required, even if they do not agree with them.  So you can make make changes stick by building them into the formal fabric of the organization. For example:

  • Build them into the systems of standards – “this the way we do things here!”
  • Put them, or elements of them, into the primary strategic plan.
  • Build them into people’s personal objectives including the CEO.
  • Ensure people are assessed against them in personal reviews.
  • Reward people for following the “house rules.”

New challenge

Get them looking to the future. One of the key things that makes people happy is challenge. In particular, people who have discovered this get hooked on the buzz and fall into the psychological flow of getting deeply engaged. Challenge is a future-based motivator that focuses people on new and different things. This is rather than basic motivations such as control and safety that may lead people to resist change. So, get people to maintain interest in a change by giving them new challenges, related to the change. Stimulate them and keep them looking to the future.

Reward alignment

Align rewards with desired behaviours. A surprisingly common trap in change is to ask (or even demand) that people change. Yet the reward system that is driving their behaviour is not changed. For example, requesting teamwork and rewarding individuals rather than teams.  Many people are driven by extrinsic rewards, and the saying; ‘show me how I’m paid and I’ll show you how I behave,’ is surprisingly common.  So, when you make a change, ensure that you align the reward system with the changes that you want to happen.

Rites of passage

Use formal rituals to confirm change. Rituals are symbolic acts to which we attribute significant meaning. A celebration to mark a change is used in many cultures; ranging from rites of passage to manhood for aboriginal tribes to the wedding ceremonies of Christian and other religions. Such ritual passages are often remembered with great nostalgia, and even the remembrance of them becomes ritualised.  When a change is completed, celebrate with a party or some other ritualised recognition of the passing of a key milestone.

You can also start a change with a wake (which is a party that is held to celebrate the life of someone who has died) to symbolise letting go of the past.  Create new rituals to help shift the culture to a new form. If possible, replace the rituals that already exist with new ways of behaving.

Socialising

Build your change into the social fabric. Society is almost invisible and people accept its rules without even noticing that they are doing so. A change that is socialised becomes normal and the ‘way things are’. When something becomes a social norm, people will be far more unlikely to oppose it as to do so is to oppose the group and its leaders. So, seal changes by building them into the social structures. Give social leaders prominent positions in the change. And, when they feel ownership for it, they will talk about it and sell it to others.

Golden handcuffs

Make sure you put rewards into your team’s middle-term future. If loyalty and the joy of the job are not enough to keep people, they may need some financial or other rewards. However, this can re-bound. Paying them today could still lead them to leave. But, the promise of future reward, may be enough to keep them engaged. The promised rewards cannot be too far out or they will not be enticing. Usually, reasonable rewards need to be within a twelve-month time-frame. The risk is that when a reward is gained, this could still be a point at which the person leaves. If you want them to stay, you may need to keep a rolling “handcuff” system.

Wendy Smith is a career consultant, life coach and business coach with depth of experience in management, coaching and personal development. That experience means she is equally at home helping clients find a new career direction, starting-up new businesses or dealing with life’s more challenging personal issues. You can contact her at wendy@wisewolfcoaching.com

Wendy has written a little eBook on how to get on with your boss and a book on job search – you can find her books on Amazon at this link

         

COMPLETING THE CHANGE – CONSTRUCTIVE WAYS TO EMBED CHANGE

Refreezing is the third of Lewin’s change transition stages, where people are taken from a state of being in transition and moved to a stable and productive state.

Here are some positive and constructive ways to make it happen:

Evidence stream

Show them time and again that the change is real.

Get people to accept that a change is real by providing a steady stream of evidence to demonstrate that the change has happened and is successful.  You can plan for change projects to reach milestones and deliver real results in a regular and predictable stream of communications that is delivered on a well-managed timetable. This is as opposed to the early ‘big bang’ followed by a long period of relative silence.  Communicate through a range of media. Get people who have been involved to stand up and tell their stories of challenge and overcoming adversity. Ensure the communications reach everyone involved, and do so over and over again.  Keep posters and data charts up to date. Regularly show progress, demonstrating either solid progress against plan or robust action to address any slippage.

Golden handcuffs

Put rewards in their middle-term future.

When loyalty and the joy of the job are not enough to keep people, they may need some financial or other rewards. However, this can re-bound -paying them today could still lead them to leave. The promise of future reward, however, may be enough to keep them engaged. The promised rewards cannot be too far out or they would not be enticing — usually reasonable reward needs to be within a twelve-month timeframe. This risk is that when a reward is gained, this could be a point at which the person leaves. If you want them to stay, you may need to keep a rolling handcuff system.

Institutionalization

Build change into the formal systems and structures.

The formal systems and structures within the organization are those which are not optional. People do them because they are ‘business as usual’ and because they will be criticized or otherwise punished if they fail to do them. After a while, institutionalized items become so entrenched, people forget to resist and just do what is required, even if they do not agree with them.  So you can make make changes stick by building them into the formal fabric of the organization, for example:

    • Building them into the systems of standards – this the way we do things here!.
    • Put them or elements of them into the primary strategic plan.
    • Build them into people personal objectives including the CEO.
    • Ensure people are assessed against them in personal reviews.
    • Reward people for following the house rules – see below

New challenge

Get them looking to the future.

One of the key things that makes people happy is challenge. In particular, people who have discovered this get hooked on the buzz and fall into the psychological flow of getting deeply engaged. Challenge is a future-based motivator that focuses people on new and different things, rather than basic motivations such as control and safety that may lead people to resist change.  Get people to maintain interest in a change by giving them new challenges, related to the change, that stimulate them and keep them looking to the future.

Reward alignment

Align rewards with desired behaviors.

A surprisingly common trap in change is to ask (or even demand) that people change, yet the reward system that is driving their behavior is not changed. Requesting teamwork and rewarding individuals is a very common example.  Many people are driven by extrinsic rewards, and the saying ‘Show me how I’m paid and I’ll show you how I behave’ is surprisingly common.  So when you make a change, ensure that you align the reward system with the changes that you want to happen.

Rites of passage

Use formal rituals to confirm change.

Rituals are symbolic acts to which we attribute significant meaning. A celebration to mark a change is used in many cultures, ranging from rites of passage to manhood for aboriginal tribes to the wedding ceremonies of Christian and other religions. Such ritual passages are often remembered with great nostalgia, and even the remembrance of them becomes ritualized.  When a change is completed, celebrate with a party or some other ritualized recognition of the passing of a key milestone.  You can also start a change with a wake (which is a party that is held to celebrate the life of someone who has died) to symbolize letting go of the past.  Create new rituals to help shift the culture to a new form. Use these, if possible, to replace the rituals that already exist.

Socializing

Build it into the social fabric.

Society is almost invisible and people accept its rules without even noticing that they are doing so. A change that is socialized becomes normal and the ‘way things are’.  When something becomes a social norm, people will be far more unlikely to oppose it as to do so is to oppose the group and its leaders. Seal changes by building them into the social structures.  Give social leaders prominent positions in the change. When they feel ownership for it, they will talk about it and sell it to others.  Create rituals, utilize artifacts and otherwise build it into the culture.

Unfreezing techniques – getting ready for change

Unfreezing techniques! Unfreezing is the first of Lewin’s change stages

Unfreezing techniques are not generally well understood! Unfreezing is the first of unfreezing techniquesLewin’s change stages (the Square). This is about getting people ready to accept change. You need some way of readying people for change in whatever Change Model you apply. The techniques below need to be applied with care and they are best used in combination. I have included what I regard as recommended approaches. Not included is “Command – just telling them they are going to change and expecting obedience. Nor is  the “Burning Platform” – ‘the platform is burning so we must jump’ approach. Those two techniques, I regard as cop-outs in most circumstances. Although they may have their place in a crisis – see the Evidence point below!

Visioning

Done well, visions work to create change. Visions work when they act to motivate and inspire the large numbers of people who are needed to make the change happen. To be motivating,  the vision must be memorable. For it to be memorable, it is usually surprising and short. To be surprising, it should be different from everyone else’s vision. If it is to be believed, it must be a regular part of the conversation of senior people.

Challenge

Inspire people to achieve remarkable things. Stimulate people into change by challenging them to achieve something remarkable. Show confidence in their ability to get out of their comfort zone and do what has not been done before. This works particularly well with small groups, as well as individuals. Once the group has bought the challenge they will bounce off each other to make it happen.  The approach is most effective when the people create their own stretch goals.  So, rather than telling them to do something, challenge them to achieve. Then, when they are fired up, ask them how far they can go.

Evidence

Cold, hard, data is difficult to ignore.  Say you have incontrovertible evidence staring you in the face. For example, the numbers are showing the company in the red or sales sinking into the sunset. Then, it is difficult to put your head in the sand and wish it away.  Cold, hard, evidence is a good way of changing minds. Counter-arguments require better data of sufficient strength to show your data as invalid.

Education and training

There is a gentler way of helping people see the need for change. This is by educating them about why change is necessary and how change can be managed. You could include presentations, communications and full-on training sessions.

Use of  Objectives

This means you agree with people what to do, but not how.  You set formal objectives that they are committed to achieve. But you do not tell them how they have to achieve them. In particular, if you can, give people objectives that they can only achieve by working in the intended change. Set a goal or formal objective that requires them to change.

Restructuring

You can redesign the organisation to force behaviour change. Just as function follows form, so will change follow the re-shape.  It will change how people behave. Newly formed groups that can cohere into separate units are more likely to become very internally motivated. Motivation is good, but the internal facing can be away from the organisation. So you must ensure that group goals are aligned. This is, for example, by regular external communications.

Rites of passage

Hold a wake to help let go of the past.  A wake is a party that is held to celebrate the life of someone who has died. It can also mean something to symbolise letting go of the past. Among unfreezing techniques this is often missed. When a change is completed, celebrate with a party or some other ritualised recognition. Mark the passing of a key milestone. You can also start a change with a wake – some kind of key event. Create new rituals to help shift the culture to a new form. Use these, if possible, to replace the rituals that already exist.

You need some way of readying people for change in whatever change model you apply. The unfreezing techniques described here work and they are best used in combination.

You will find a post on managing the next stage of change; Managing Transition here

Wendy Smith is a career consultant, life coach and business coach with depth of experience in management, coaching and personal development. That experience means she is equally at home helping clients find a new career direction, starting-up new businesses or dealing with life’s more challenging personal issues. You can contact her at wendy@wisewolfcoaching.com

Wendy has written a little eBook on how to get on with your boss and a book on job search – you can find her books on Amazon at this link

         

 

GETTING READY FOR CHANGE – SOME UNFREEZING TECHNIQUES

Unfreezing is the first of Lewin’s change stages (the Square) – this is about getting people ready to accept change.  You need some way of readying people for change in whatever Change Model you apply.  The techniques below need to be applied with care and they are probably best used in combination.   I have included what I regard as recommended approaches.  I have not included “Command “ (just telling them they are going to change and expecting obedience) or  the “Burning Platform” ( the platform is burning so we must jump) approach which I regard as cop-outs in most circumstances – although they may have their place in a crisis – see the Evidence point below!  .

  • Visioning: Done well, visions work to create change. Visions work when they act to motivate and inspire the large numbers of people that are needed to make the change happen. For the vision to be motivating,  it must be memorable. For it to be memorable, it is usually surprising and short. To be surprising, it should be different from everyone else’s vision. To be believed, it must be a regular part of the conversation of senior people.
  • Challenge: Inspire people to achieve remarkable things. Stimulate people into change by challenging them to achieve something remarkable. Show confidence in their ability to get out of their comfort zone and do what has not been done before.This works particularly well with small groups, as well as individuals. Once the group has bought the challenge, then they will bounce off each other to make it happen. This is most effective when the people create their own stretch goals, so rather than telling them to do something, challenge them to achieve greatly, then, when they are fired up, ask them how far they can go.
  • Evidence: Cold, hard data is difficult to ignore.  When you have incontrovertible evidence staring you in the face, for example, where the numbers are showing the company in the red or sales sinking into the sunset, it is difficult to put your head in the sand and wish it away.  Cold, hard evidence is a good way of changing minds as counter-arguments require better data or sufficient strength to show the data as invalid.
  • Education and training: A gentler way of helping people see the need for change is by educating about why change is necessary and how change can be managed. This includes presentations, communications and full-on training sessions.
  • Use of  Objectives: Tell people what to do, but not how. Set formal objectives for people that they will have to achieve, but do not tell them how they have to achieve this. In particular, if you can, give people objectives that they can only achieve by working in the intended change. Set the person a goal or formal objective that requires them to change.
  • Restructuring: Redesign the organization to force behavior change. Just as function follows form, so also will changing the shape of the organization.  It will change how people behave.Groups that can cohere into separate units are likely to become very internally motivated. Motivation is good, but the internal facing can be away from the organization, so you must ensure that group goals are aligned, for example by regular external communications.
  • Rites of passage: Hold a wake to help let go of the past. When a change is completed, celebrate with a party or some other ritualized recognition of the passing of a key milestone. You can also start a change with a wake (which is a party that is held to celebrate the life of someone who has died) to symbolize letting go of the past. Create new rituals to help shift the culture to a new form. Use these, if possible, to replace the rituals that already exist.