Here's sharing a pithy graphic to nibble on and encourage reflection during personal and organizational #change. Sustainable transformation requires
not only infinitesimal and continuous changes in every aspect of each of the team members, but also a high level of simultaneous focus towards all the five inputs areas viz, vision, skills, incentives, resources, and action plan from the organization.
Also read, Gleicher's formula on beating resistance to change.
Source unknown.
| 13 principles for team and personal transformation, in no particular order. Some principles might seem to be in conflict, but therein lies the power of context! |
| Emulation – microcalibration for success; learning to adopt the characteristics of the successful people and teams, and what drives their social perception |
| Skepticism – don’t take anything for granted, including your own reasoning. We are products of intellectual and cultural programming, based on agendas of people for centuries. Breaking free of common premises by challenging them is essential for getting at the truth. |
| Telepathy – take things out of your own perceptions and put yourself in the perceptions of others; understand what is driving them and then present the facts in a way to address their issues; mindful engagement |
| Communication – make sure all stakeholders understand what you are doing and why; get them to do the same. Information exchange is key for dispute avoidance, dispute resolution, and creativity. Foster social behavior. Conduct performance reviews. |
| Empowerment – allow others to take ownership of projects/responsibilities. You can empower by allowing them to make decisions in areas where you are comfortable with their choices. |
| Decisiveness – investigate issues thoroughly and then make decisions; constant evaluation without pulling the trigger is pointless. Trust your gut, but validate with research and analysis. Allow for a cool-off period for honest evaluation. Stress test with experts, but be skeptical. Also surgically swiftly remove failing people. |
| Creative Destruction - Constant re-evaluation and benchmarking; but, avoid distraction and jumping to the next “big thing” prematurely (also, not lingering onto something that you know doesn't work) |
| Delight - Matching skills/talents with job functions; satisfying or working towards self-actualization needs. |
| Taking measured risks – lost opportunities should be considered as part of evaluation |
| Providing Incentives for creating value – but be careful that the incentives don’t cause unwanted behaviors. Sometimes incentives in different directions can lead to mediocrity, so it is wiser to choose the more valuable result and stick to it. |
| Getting Organized – make lists and keep track of things; triage issues. |
| Trusting - Fostering an environment of mutual trust and respect. This builds confidence that the creations of the team is not annihilated at someone's whim. This goes along with trusting your intuition. |
| Upholding the Value system (the character ethic) - make and constantly build a set of personal values; which provide the set of tests that can be applied to seek answers to ethical / social dilemmas. |
First 11 points courtesy of shék
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