During the Pandemic, our world was turned upside down. As we exit into the immediate post-pandemic period, it seems like many of the changes that were made are going to stick. Why is that? When looking at complex adaptive systems and change, having another event kick the system out of homeostasis can actually be a huge advantage to bringing about changes to the system itself. Also - humans? We LOVE homeostasis. So much of who we are, our nature and how we respond and react to change has to do with maintaining homeostasis. So what do we need to do to change? Change the system itself and create new systems to sustain change. This wraps up our 5 arc series on Complex Adaptive systems! listen to episodes 13 - 17 to catch them all. Fully captioned videos are available on YouTube
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Change is not a process, it is the destination. If we look at change as a process in a systems view, it doesn't work! Complex Adaptive Systems aren't linear, so applying linear process to a system often ends in failure. When we add a layer, thinking about systems in homeostasis, we start to see why incremental change, tweaks and nudges work. Systems seek steady state, and small adaptations are easily absorbed. When we want to make big change, we need to change the system itself and seek a new and redefined homeostasis in order to make things stick.
Fully captioned videos are available on YouTube
In the domain of biology, organic biological systems are characterised by a state of homeostasis or "steady state". Complex adaptive systems are adaptive in nature, in that they exist in steady state and attempt to preserve steady state through adaptation. When something threatens or changes the system, thereby interrupting steady state, the system will adapt to return to steady state as quickly and efficiently as possible. When change is introduced, there is a push and pull, an ebb and flow that is a natural part of the system. Like the waters of the earth resist the pull of the moon's gravity, creating the tides, there is a natural ebb and flow to systems as part of change.
Fully captioned videos are available on YouTube Learn more about: Tides (a fascinating visualisation) The why of tides Homeostasis in Biological systems
Humans and our organizations are more like bees and beehives than they are like machines and component parts! Human systems are more like the complex adaptive systems that we see in nature. Complex, because the relationships and behaviours that make up the way the system operates are complex and interconnected. It can be difficult to predict how a complex system will respond to change! Bee colonies have a hierarchical structure with 1 queen, attendants, drones and workers, but the way they operate goes above and beyond the colony's organizational structure. Where information is currency, the way that bees interact and communicate with each other, mirror how our human organizational systems operate. We humans and our organizations are more like bees than like machines.
Fully captioned videos are available on YouTube Learn more about Bees
The only constant is change. Heraclitus of Ephesus (ancient Greece) was an ancient philosopher who introduced the central characteristic of the universe was not static but that is was ever-changing. While Heraclitus defined this central characteristic in 500 BC, this idea hasn't formed the central tenet of change management. What if our approach to change needs to be more aligned with nature, biology and the idea that change is ever present?
Fully captioned videos are available on YouTube "We knew something was happening when we saw those swans dancing". You may have noticed the images of dancing swans and wondered what all of this was about. Story, imagery and symbolism can be a powerful tool to transmit messages without saying anything at all. We talk about the story of the ballet of Swan Lake, how it was used to buy time and distract in the context of regime change, the symbolism and imagery and the story transmitting information from a totalitarian regime to today, where these images and performances are transformed into those of protest. Story and symbolism can be a powerful way to transmit information in the context of change as we are seeing today.
Fully captioned videos are available on YouTube
References: https://hazlitt.net/feature/portentous-composition-swan-lakes-place-soviet-politics https://www.themoscowtimes.com/2014/05/01/ukrainian-ballerinas-turn-swan-lake-into-subversive-anti-putin-performance-a34907
In this episode, we address a question from one of our listeners: what effect do the laggards have on the innovators and early adopters and why? We dig deep in this question, and pick apart why laggards have such a negative effect on others and why focusing too much on the lagging end of change can undermine your efforts.
The three main areas we dig into are:
Figuring out how to navigate this difficult group is the key to sustainable change.
Fully captioned videos are available on YouTube
If you're considering purchasing any of the resources we mention in the podcast, please consider doing so through one of our affiliate links below! This is an easy way to support the podcast, by commision from your favourite retailer. Think of it as our virtual "tip jar"! References:
In this follow-up episode to last week's brief history of change management, we talk about where the practice of change is going, focusing on three key areas: how we look at organizations, deepening our understanding of people and how the way we work is changing.
Fully captioned videos are available on YouTube (references to be posted shortly)
If you're considering purchasing any of the resources we mention in the podcast, consider doing so through one of our affiliate links below! You can add to our virtual "tip jar" through a commission from your favourite retailer.
Topic 1: How we Look at Organizations
In this section of the podcast I discuss that how we look at organizations is changing. We're moving away from highly structured, hierarchical and industrial based models to more complex and connected organizations, communities and ways of working. These resources talk about how we think about change in a more complex world.
Topic 2: How we understand people
In this section I talk about how the practice of change is forging a better understanding of people. From mindset to behavioural science, understanding how technology can shape micro-decisions, the centrality of identity to change and the power of our habits and how to change them and change our minds. Behavioural change is key to understanding how we as humans understand and make change in our own lives, and is core to the understanding of how to lead change effectively.
Topic 3: How work is changing
In this section of the podcast I talk about how the world of work is changing. One of the biggest theories affecting change is Agile. So how can we change, but in an agile environment?
The must-have change guides
If I was teaching a university course on change management, these books would be on my essential reading list! These are a great place to start if you're getting into working with change, and once or two of these would build an amazing toolkit for any change practitioner.
Did you know that the first change management theory was introduced in the 1950s? Change Management is a relatively new field of study and research and it is evolving at a very fast pace.
This episode acts as a primer for the key theories and models that have built the foundation of change management and is great for those who want to learn more about change, and the leading practices out there. I start with Lewin's first model, and talk through the leading methodologies including Kotter's 8 step model, Jeff Hiatt's ADKAR, Bridges - Managing Transitions, Kübler-Ross's change curve and McKinsey's 7S model. I also touch on the two published "fables" that introduce the concept of change management in story form, "Our Iceberg is Melting" and "Who Moved my Cheese". I briefly talk about why to apply each model, some pros and cons, and hint at where the practice is going. All of the references to published works are below, I hope you find this helpful as a primer and intro reading list for the field of Change Management! Fully captioned videos are available on YouTube If you're considering purchasing any of the resources we mention in the podcast, consider doing so through one of our affiliate links below! This is an easy way to support the podcast, by commision from your favourite retailer. Think of it as our virtual "tip jar"!
References to Other Work
The Change Curve - Elisabeth Kübler-Ross
Lewin's Model - (Freeze, Unfreeze, Re-Freeze) McKinsey on the 7s Model
The previous episode was recorded on February 11th, and since the additional events of the past week and weekend, there were a few more things to add to the episode from this week.
We continue to wrestle with an extremely negative outcome of change in society, and there are ways to come out of this. However, there is no freedom without accountability or responsibility. Empathy and accountability have to go hand-in-hand as we move forward, and leadership needs to be present and hold people accountable. This is not easy. This goes to the edge of my practice in change, so for this episode specifically, I've included more resources for your consideration below: My article: Change Resistance and the Role of Leadership (in response to Jan 6, 2021): https://www.charthouse.ca/articlesandevents/change-resistance-and-the-role-of-leadership Dr. Brené Brown – Unlocking Us Episode Title: Brené on Words, Actions, Dehumanization, and Accountability https://open.spotify.com/episode/3VeEuyFibDfesoCOx5jUA7?si=2ad2d35a9b1b46ca A Slight Change of Plans – by Dr. Maya Shankar A conversation with Daryl Davis – in the episode titled: A Black Musician Takes on the KKK https://www.pushkin.fm/episode/a-black-musician-takes-on-the-kkk/ Fully captioned videos are available on YouTube |
AuthorNatalia Lobach is the founder and principal of Charthouse Advisory Services Archives
December 2022
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