Quantitative data that measures what we already know rarely yields insights that create impactful change. A better starting point… go out into the world. Observe the actual experiences of those that will be impacted by change. Collaborate and generate ideas with the audience you are trying to reach. In doing so you will create optimism and generate creativity rather than resistance. Explore the next stage in the evolution of change – migrate from managing change for people to creating change with people. Being a leader of change requires a mind shift – moving away from the “us vs. them” mentality and moving towards an “us with them” mindset.
Web 2.0 is perfect example of how users expect collaboration and value interaction. The ‘passive user’ is no longer. Leaders who recognize this shift and foster this change will reap the benefits of employees that are engaged, creative, invested. Companies that miss this fundamental shift will continue to limit their employees engagement and commitment – employees that view their jobs as a purely economic transaction.
Change management programs that do not focus on design thinking are skimming the surface. There’s a big difference between “thinking” or “knowing” about change concepts and “doing.” Bridge the chasm between thinking and doing.
