We cling to linear change models because they make us feel good, but they don't work in today's world. The most popular change methods predate the internet, and whether we like it or not, organisational change follows the rules of social change.

1. Rethinking Transformation
JASON LITTLE | @JASONLITTLE | LEANCHANGE.ORG

2. Rethinking Transformation - Spark India
@JASONLITTLE | LEANCHANGE.ORG

3. Rethinking Transformation - Spark India
@JASONLITTLE | LEANCHANGE.ORG
Plan
Execute
Close

4. Rethinking Transformation - Spark India
@JASONLITTLE | LEANCHANGE.ORG
We crave certainty in a world where
much is both unknown and
unknowable and we refuse to accept
that because it creates anxiety
Nathan S. Collier

5. Rethinking Transformation - Spark India
@JASONLITTLE | LEANCHANGE.ORG
People process change differently
Change does not happen linearly
Org Change follows laws of social change
Change is shaped through relationships
1
2
3
4

6. Rethinking Transformation - Spark India
@JASONLITTLE | LEANCHANGE.ORG
Let’s try an experiment
1

7. Rethinking Transformation - Spark India
@JASONLITTLE | LEANCHANGE.ORG
Internal Change
“a change YOU started”
External Change
“a change that HAPPENED to you”
Think of how you reacted to the change, what was your response? Did it
make you angry? happy? sad? excited?
Write a few words about that reaction in each column
Happy
Mad
Nervous
More positive
More negative
Relieved
1

8. Rethinking Transformation - Spark India
@JASONLITTLE | LEANCHANGE.ORG
1

9. Rethinking Transformation - Spark India
@JASONLITTLE | LEANCHANGE.ORG
Response to change
over
Resistance to change
1

10. Rethinking Transformation - Spark India
@JASONLITTLE | LEANCHANGE.ORG
The trigger for change
2

11. Rethinking Transformation - Spark India
@JASONLITTLE | LEANCHANGE.ORG
The Reaction
The trigger for change
2

12. Rethinking Transformation - Spark India
@JASONLITTLE | LEANCHANGE.ORG
The Reaction
The trigger for change
Conflict
Conflict
Conflict
Conflict
2

13. Rethinking Transformation - Spark India
@JASONLITTLE | LEANCHANGE.ORG
The Reaction
The trigger for change
Conflict
Conflict
Conflict
Conflict
What we call “resistance”
2

14. Rethinking Transformation - Spark India
@JASONLITTLE | LEANCHANGE.ORG
hmm, going
well so far!
Reality starts
sinking in
Value of despair
Intervention!
hmm, going
well so far!
Reality starts
sinking in
Value of despair
Attempt #1 Attempt #2
hmm, going
well so far!
Reality starts
sinking in
2

15. Rethinking Transformation - Spark India
@JASONLITTLE | LEANCHANGE.ORG
Emergence
3

16. Rethinking Transformation - Spark India
@JASONLITTLE | LEANCHANGE.ORG
Emergence
Coalescence
3

17. Rethinking Transformation - Spark India
@JASONLITTLE | LEANCHANGE.ORG
Emergence
Coalescence
Bureaucratization
3

18. Rethinking Transformation - Spark India
@JASONLITTLE | LEANCHANGE.ORG
Emergence
Coalescence
Bureaucratization
Decline
Success
Failure
Co-Optation
Repression
Go Mainstream
3

19. Rethinking Transformation - Spark India
@JASONLITTLE | LEANCHANGE.ORG
4
Movers

20. Rethinking Transformation - Spark India
@JASONLITTLE | LEANCHANGE.ORG
4
Movables

21. Rethinking Transformation - Spark India
@JASONLITTLE | LEANCHANGE.ORG
4
Immovables

22. Rethinking Transformation - Spark India
@JASONLITTLE | LEANCHANGE.ORG
4
Emergence
- take action
- must have broad personal networks
- must understand political atmosphere
- Waits to see what happens
- Can be convinced with evidence
- Doesn’t really understand why…yet
- Active or passive ‘resistor’
- Bad experience with similar change
previously

23. Rethinking Transformation - Spark India
@JASONLITTLE | LEANCHANGE.ORG
4
Coalescence
- May not like more structure
- May not have skills to continue the movement
- May have moved on to the next change
- Starts to understand the ‘why’
- Feels the need for more certainty
- May want to control things
- Could be a strong ‘mover’ who doesn’t like
where things are headed
- May opt-out entirely

24. Rethinking Transformation - Spark India
@JASONLITTLE | LEANCHANGE.ORG
4
Bureaucratization
- Wants no part of ‘official process’
- Plays ‘zero sum’ game
- Strong desire to ‘take the change back’
- Feels good about the new status quo
- Could become maliciously compliant
- Figures out how to ‘work the system’
- Could be a strong ‘mover’ who doesn’t like
where things are headed
- May opt-out entirely

25. Rethinking Transformation - Spark India
@JASONLITTLE | LEANCHANGE.ORG
4
Decline
- Opts out of the organization (Repression/Co-
Optation)
- Finds another organization to change
(Success/Failure)
- Sinks into routine (Success)
- Ignores the new norms (Failure)
- Meh…(co-optation/repression)
- Happy things are ‘back to normal’ (failure)
- “I told you so…” (co-optation/repression)
- Opts out (success)

26. Rethinking Transformation - Spark India
@JASONLITTLE | LEANCHANGE.ORG
Much like this movie, following the
timeline of change is insanely hard.

27. Rethinking Transformation - Spark India
@JASONLITTLE | LEANCHANGE.ORG
Let’s try another experiment

28. Rethinking Transformation - Spark India
@JASONLITTLE | LEANCHANGE.ORG
Who and what is within
my sphere of influence?
Why would they care?
Who and what is likely to
Feel a ripple effect?
What possible un-intended consequences could happen?

29. Rethinking Transformation - Spark India
@JASONLITTLE | LEANCHANGE.ORG
Who and what is within
my sphere of influence?
Why would they care?
Who and what is likely to
Feel a ripple effect?
What possible un-intended consequences could happen?
Bob
Jane Sarah

30. Rethinking Transformation - Spark India
@JASONLITTLE | LEANCHANGE.ORG
People process change differently
Change does not happen linearly
Org Change follows laws of social change
Change is shaped through relationships
1
2
3
4

31. Rethinking Transformation - Spark India
@JASONLITTLE | LEANCHANGE.ORG
Thanks!

32. Internal Change
“a change YOU started”
External Change
“a change that HAPPENED to you”
Think of how you reacted to the change, what was your response? Did it make
you angry? happy? sad? excited?
Write a few words about that reaction in each column
Happy
Mad
Nervous
More positive
More negative
Relieved
leanchange.org

33. Why is this change important to me?
Who and what is within
my sphere of influence?
Why would they care?
Who and what is likely to
Feel a ripple effect?
What possible un-intended consequences could happen?
leanchange.org

34. How does change work around here?
What’s unique about our culture that would influence my approach? (org culture, nationality etc)
The
Norms
What is the tolerance for disruption here?
leanchange.org
What’s my stance?
Play it safe?
Be disruptive?
Push boundaries?