Dale had to admit that Lucas was a problem, just as Barb had predicted. "I don't know what to do about him," he said. "Sometimes I just want to wait until the next reorg and then try again after we boot Lucas."
"Oh, great idea. And you can cancel Marigold the same day," Barb suggested, not seriously — they needed Lucas. "And then you can resign, too. Neat. I like it."
"Yeah," he said. Dale sighed, staring at nothing. "I get it, I just don't know what to do."
Culture change is difficult. Complex change projects tend to expose management problems of long standing, which then interfere with the change effort. But culture change is easier if we keep in mind some lessons from the game of Pick-Up Sticks.
When I was little, we had to while away a lot of summer days, mostly doing kid things I can't tell you about. But I can tell you about a game called Pick-Up Sticks. It came in a cardboard tube with a jillion thin, colored sticks, about five inches (13 cm) long, with sharp, pointy ends. Because of the pointy ends, the game is probably illegal today, or frowned upon, even though hardly anybody ever got seriously injured playing Pick-Up Sticks.
is like playing
You want to change
some things, and keep
others as they are.
Surprises pop up
everywhere.You play the game by gathering all the sticks (except the black one) in a tight fist, and then dropping them on the floor so they land in a tight jumble. Then the players take turns picking up the sticks from the pile one by one, using the black stick as a tool, until more than one stick moves. When that happens, you lose your turn and the next player takes over.
Executing organizational change is like playing Pick-Up Sticks, because you want to change some things, and keep others as they are. Surprises pop up everywhere. Here are some lessons for change agents from the game of Pick-Up Sticks.
- Address first those issues that stand alone. Dealing with interlocking problems is hard.
- If two players work on two sticks at the same time, both lose. Work on only one issue at a time.
- Be deliberate
- Change, like Pick-Up Sticks, requires patience and concentration. Move slowly, plan carefully, and simulate.
- Watch for interlocks
- Sometimes sticks rest on each other in an interlocked loop: A on B, B on C, and C on A. Removing one disturbs the others. When you have no choice, do the best you can.
- Watch the weather
- Pick-Up Sticks is more fun on a calm day. Winds make it difficult. Change efforts are much easier when the outside world is stable and supportive. Don't wait for turbulent times.
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More articles on Organizational Change:
- Look Before You Leap
- When we execute complex organizational change, we sometimes create disasters. It's ironic that even
in companies that test their products thoroughly, we rarely test organizational changes before we "roll
them out." We need systematic methods for discovering problems before we execute change efforts.
One approach that works well is the simulation.
- Workplace Taboos and Change
- In the workplace, some things can't be discussed — they are taboo. When we're aware of taboos,
we can choose when to obey them, and when to be more flexible. When we're unaware of them, they can
limit our ability to change.
- Piling Change Upon Change: Management Credibility
- When leaders want to change organizational directions, processes, or structures, some questions arise:
How much change is too much change? Here's a look at one constraint: the risk to management credibility.
- How to Find Lessons to Learn
- When we conduct Lessons Learned sessions, how can we ensure that we find all the important lessons to
be learned? Here's one method.
- Motivation and the Reification Error
- We commit the reification error when we assume, incorrectly, that we can treat abstract constructs as
if they were real objects. It's a common error when we try to motivate people.
See also Organizational Change for more related articles.
Forthcoming issues of Point Lookout
- Coming February 28: Checklists: Conventional or Auditable
- Checklists help us remember the steps of complex procedures, and the order in which we must execute them. The simplest form is the conventional checklist. But when we need a record of what we've done, we need an auditable checklist. Available here and by RSS on February 28.
- And on March 6: Six More Insights About Workplace Bullying
- Some of the lore about dealing with bullies at work isn't just wrong — it's harmful. It's harmful in the sense that applying it intensifies the bullying. Here are six insights that might help when devising strategies for dealing with bullies at work. Example: Letting yourself be bullied is not a thing. Available here and by RSS on March 6.
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