agile journeys

...rants and opinions by Asheesh Mehdiratta

Category: change management

Wanna jump start your Transformation?

change rewardsIn my previous post, we talked about Changing our Habits, to be able to successfully make any real impact with your transformation change initiatives.

Let us review how we can make these habit changes really possible and sticky.

In his book, The Power of Habit, author Charles Duhigg, talks about why habits exist and how they can be changed. He talks about how changing our habits can be done and how we can start to think scientifically, which would help us  in our large scale transformations.

Critical steps for Changing our Habits

As a first step, the author talks about looking for the Cues which are the starting point for the Routine/Habit, that you wish to change.

But possibly the habits that you need to change, are mostly the KEY Habits, which are really required for your Transformation.

But this is where most transformations are stuck ! as you and your teams cannot seem to change these Habits. So you need to identify these routines/habits.

Then you would need to find out what is the Reward that you are getting from this routine/habit. The reward can take various forms and you may need to be able to articulate the same very clearly.

Here’s a Common Scenario to reflect –

Are you asking for Status reports – because you have to simply share information with your boss or you are not confident about your teams capability or you need to take an executive decision, etc.?

Discovering your Triggers and Rewards is the KEY to changing your Habits!

So if you can see that your team is not doing peer reviews, not running unit tests, or not merging their code base continuously,  and you want to CHANGE this Habit. It would be goo to now reflect and introspect and see what are the cues, rewards which lead them to forming these habits.

Sometimes it helps to facilitate this conversation in the team retrospectives and trigger the difficult dialogues, to make a lasting impact on your transformation journey.

So what has been your experience in breaking team habits? 

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CHANGE ? Are you Missing this jigsaw?

change habitsChange is hard for everyone and though the 70% failure rate is quoted and busted as a myth, but this does not make the problem of change management go away!

 The change management discipline is itself now challenging (source) the traditional change model, towards a more inclusive, invited, and organic model. It is acknowledged that focus on “People” is an integral part of any Change initiative!

So why do most change initiatives fail? what really are you missing in your Change initiative journey?

Try pondering on this quote –

“Change is not always easy when patterns in our lives have existed so long.”

-Lolly Daskal, The Leadership Gap: What Gets Between You and Your Greatness

If you look at your change initiatives, they will typically be aimed at uprooting our patterns, at changing our interactions, changing our containers or simply making those interactions disappear.

Sometimes you may simply need to simply break down the wall, and sometimes you try something different?, but with every change initiative asking us –

Can you Break your Old Habits, and start adopting NEW Habits?

So if you can start to change people’s habits, you would in my view have successfully moved the needle, and possible achieve some success in your change initiatives.

So what is the biggest Habit that you have been able to Change with your teams? Do share how you introduced the New Habit and got rid of the old one?

If you like what you read here, then do subscribe to my blog , and feel free to share your feedback in the comments below.

 

Breaking down the Walls, brick by brick !

brick by On your transformation journey, sometimes you meet the bright sparks who simply GET IT, and sometimes you are faced with the hard rock faced bozos, who are simply DEAD! They build a WALL around themselves. They simply have no desire to CHANGE!

What do you feel?

Do you get mixed feelings, mixed emotions ?  Do you ignore this dead stock ? or do you try to turn them around ? 

What if they are a critical piece to the overall transformation? with all the right authority and are riding the right power pedestal? and you simply cannot ignore them.

What is your next step?

For me, sometimes it helps to simply listen to them and give them your ear !

The act of empathizing with the hard rock faces sometimes melts them ~slowly~ one day at a time and then another day and so on.
It helps if you understand what are their Drivers? which may be in conflict with the transformation agenda! Sometimes their ego simply needs a massage.

By listening to them and all the other nay-sayers, you just break down one brick at a time and suddenly one day you find that the wall no longer exists, and they simple GET IT!

Time to move to the next wall to break !

Do you have any stories to share of your hard rock faces, who you were able to turn around? brick by brick ? what was your strategy?

 

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Blockers are sometimes good for your Transformation

Does your transformation suffer from ‘blocker’ souls?

Does your transformation really need those ‘blocker’ souls?

Have you tried to ‘unblock’ those ‘blocker’ souls? and FAILED !

Sometimes it may be better to let the transformation efforts be BLOCKED (for some time at least)

and let the ‘blocker’ souls rejoice ~silently ~

But this can be your ally in most cases, as  the BLOCKED transformation now suddenly gives you the SPACE and Time to re-evaluate your OPTIONS, your EXPERIMENTS.

It gives you the time to think and rethink your change management strategy. 

  • Does your message needs a refresh ?
  • Should your medium be changed ?
  • Are you under estimating your Impact Radius?
  • Is your staff aware of the overall strategy and why this change is coming?

Sometimes the BLOCKERS are useful to take a pause and reset your clock!

So go ahead and let those ‘blocker’ souls not derail you from your journey!

Feel free to share your ‘blocker’ stories in the comment and keep on listening and subscribe to my blog.

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