Implementing “meaningful” changeHow do we implement meaningful change? How do we implement meaningful change for the collective good of everyone involved. How can we make the process a little easier for everyone involved. How do we implement change that helps drive innovation. That helps harness dissent.
I’ve been thinking about some of these very questions lately. Thinking of ways that would enable a system (any system) in:
Let’s focus on the corporate/business environment, keeping the topic of discussion under consideration. Otherwise I might have to pen an entire book.
Personally speaking, the best and most effective way for encouraging change is by being brutally honest. It’s to not sugar-coat things and say it like it is. However, not everyone can afford such a luxury. You need the right culture, the right environment and at times even the right person (influence, leverage) to say things the way they are meant to be said. You also need individuals and teams that are willing to listen attentively to what is being said. That is the utopian world really. Because we are talking about setting up a culture that is able to do all the above mentioned. A culture that places ideas over hierarchy. But in a world and corporate world run by pyramids upon pyramids, that quickly becomes wishful thinking.
In a true hierarchical organization, being “brutally honest” could then be considered a counter-culture move. No matter how intelligent your analysis might be, being openly critical of strategy and design (how things work) could very well land you in hot water. You are going to be labeled as a heretic and if you continue treading down that path, other forms of “institutionalization” might follow.
Now, usually this is contingent on the magnitude, severity or frequency of what is being said.