The relationship is like a binary star system, with two gravitational bodies defining a common center. We approach profound change by energizing and engaging the entire organization in the change process. Accordingly, we favor large-scale collaborative methods wherever possible. For an explanation of why large scale processes work so well, click here . For an example of a typical large-scale process, click here Leadership is crucial to establishing the direction of change and to energize the process.
Training helps all to lead and model the new behaviors more consistently and more effectively.
Similarly, when infrastructure changes, people know the new reality is at hand. When you change support systems like compensation, policies, and performance reviews so they are consistent with the new culture and behaviors, people adapt to the new order more quickly and with less resistance because they quickly see that your commitment to the new way is real and won't disappear tomorrow morning. Processes have to change if culture is to change - if you do the job the way you always did, culture will not change. Methods We favor large-scale, collaborative methods which put the entire system in the room. For an overview of Large-Scale collaborative change processes, by Doug Hoxeng and Eric Hatch, click here .