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the formula for change is a simple yet powerful tool that gives
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a quick first impression of an
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organization's possibilities and conditions for change.
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This formula states that in a context of transformation,
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individuals will accept to evolve,
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to transform themselves if and only if
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D multiplied by V multiplied by F is greater than R.
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multiplied by vision,
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multiplied by first steps are superior to resistance to change.
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Before making a change,
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take a quick look at the current state of
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mind and study the four components of the formula.
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dissatisfaction.
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Are the employees satisfied?
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Why change if the current situation suits us?
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Change will be more easily driven by people
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if they themselves say
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it doesn't suit us,
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it doesn't suit us any more.
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Is the level of dissatisfaction sufficient for
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individuals to recognize the need to change
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at this stage you can identify all the reasons for dissatisfaction
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and the dysfunctions of the current system.
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Bring up the criticisms.
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Group them by themes.
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Demonstrate how dysfunctions have an impact on
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people and weaken the future of the company
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until employees are certain that the transformation will be
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less painful and or dangerous than the status quo.
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some decision makers or managers will choose to
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voluntarily create a breeding ground for discontent.
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Tightening budgets,
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increasing the pressure to the result,
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highlighting deficits,
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alarming on the power of the competitors,
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making employees fear bankruptcy and layoffs.
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These are strategies that create pain and fear
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and nourish the desire to change
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to quickly improve the situation.
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Creating pain and fear.
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it's up to you to see if this strategy meets your value system
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and the values promoted by the company.
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2nd item of the formula,
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the vision or clear visibility of a future which must look better logically.
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To give some vision so that employees have an idea of what lies ahead
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and how the transformation will take place.
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Give their voice to the chapter so that they co-construct the vision for change.
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Have a positive view of what the department and the organization will look like
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once the change is implemented.
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Let them take ownership of the change as their project,
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a project that concerns them,
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and that will be extended to services to the
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point of impacting the core of their individual mission.
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internal communication as well as exchanges within the team will be essential.
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Not only will the employees take ownership of the vision of change,
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but they will become its ambassadors.
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33rd item in the equation,
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the first steps implementing the changes is crucial to avoid any backtracking.
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One small step at a time,
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simple actions to begin with so that the brain records that the change has begun.
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A small step which gets us as a team if possible on the boat of change.
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Here are some examples of first steps.
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Defining a team action plan,
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organizing working groups around change.
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Let everyone contribute his or her share.
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Training employees in change management or in the new tool that will be implemented
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Continue to share as much as possible as a group.
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Everyone must be able to discuss the
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difficulties and dysfunctions of the first actions.
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In this first step,
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readjustments will be necessary.
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It is necessary to stay on course
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to the ground's feedback
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and being flexible and ready to readjust the trajectory.
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Resistance is the corollary of the mourning process linked to change.
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We leave a known state A for an unknown state B.
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We know what we might lose.
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We don't know what we will gain.
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Any move is an effort,
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even if situation A was catastrophic and situation B is promising.
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My missions will evolve.
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Processes will change.
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Group cohesion will be affected.
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The hierarchy will move.
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So much movement and loss of reference points.
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Identifying and removing resistance to change will
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be an essential mission for the manager.
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We analyze the process of resistance to change in two other videos,
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identifying and overcoming resistance to change and the curve of change.
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according to the formula of change,
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the change is possible
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D multiplied by V multiplied by F is greater than R.
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Dissatisfaction with current situation
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multiplied by vision,
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multiplied by first steps is greater than resistance to change.
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If one of the 1st 3 items is or at near zero.
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The change will also be at or near zero,
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and the resistance to change will dominate.
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