You've decided you need to change - there's a problem, and it's got to stop.
You now understand the true purpose of the organisation - so you know where you're aiming and why.
You've understood the end-to-end process - and realise it's broken.
You now have two decisions:
- What method do you use to design the work? - the technical design.
- What method do you use to change the people process? - the social design.
I often wonder if these two questions are ever fully considered at the beginning of a transformation programme. Do people realise there are ways to ensure the socio-technical systems design is the right one for them? Are there really ways to ensure that the work is designed in a way guaranteed for success - scientifically? Do we really consider how people in the system might behave and react to change? Do we recognise the difference between the work design, and the people that work in the system?
What Kotter offers is an approach to consider when designing your change programme to ensure everyone understands the process, and is ready to act to ensure success.
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