Several years back I heard a presentation on change. It offered a practical tool that we can use with ease to detect three factors:
• If change has stalled, why?
• If change is progressing well, what caused it?
• If we need to pinpoint blocks to change, where do we look?
Here is the method. Adapt this to your situation, whether you seek personal change or on-the -job change.
Start by defining change:
Let’s assume that you define change as a process designed to improve a given situation. Simple as that is, the point is that when you seek change, you must specify the result you expect. This is often overlooked and is a mistake.
If we say change is a process, it must combine different elements to drive the progression forward. You need to determine the steps to “see” the process. Then it is much easier to evaluate possible breakdowns.
The change elements are:
This formula was first identified by Richard Beckhard and David Gleicher.
Ask yourself these questions:
Question one: Is the dissatisfaction high enough to raise a genuine urgency to change? This is the D element, as in dissatisfaction.
Question two: Do you know what is wanted? Can you envision what you want? Do those involved agree on what is possible? This is the V element, as in vision.
Question three: Do you know the first action steps that can be taken to move forward? This is the F element – F for first steps toward the vision.