Gregory Shea - Leading Successful Change: 8 Keys to Making Change Work

8 Keys to Making Change Work

Gregory P. Shea, PhD
Cassie A. Solomon

Wharton Digital Press

Philadelphia, PA

To my wife, Iris, and to our daughters, Emelyn and Meredith, and to the remarkable grace that the love of all three has provided meGPS

To my colleagues at Christiana Care for their courage to make real change and to Claire, Katie, and Ben for teaching me everything I know about real loveCAS

You never change things fighting the existing reality. To change something, build a new model that makes the existing model obsolete.

Richard Buckminster Fuller

You can't talk your way out of problems you behave yourself into!

Stephen R. Covey, The 7 Habits of Highly Effective People

Our ability to adapt is amazing. Our ability to change isnt quite as spectacular.

Lisa Lutz, The Spellmans Strike Again

2013 by Shea and Associates, Inc.

Published by Wharton Digital Press

The Wharton School

University of Pennsylvania

3620 Locust Walk

2000 Steinberg Hall-Dietrich Hall

Philadelphia, PA 19104

Email: whartondigitalpress@wharton.upenn.edu

Website: wdp.wharton.upenn.edu

All rights reserved. No part of this book may be reproduced, in any form or by any means, without written permission of the publisher. Company and product names mentioned herein are the trademarks or registered trademarks of their respective owners.

Ebook ISBN: 978-1-61363-024-2

Paperback ISBN: 978-1-61363-019-8

Introduction: Why Change Initiatives Fail

Chapter One. So, You Say You Want a Revolution? Focus on Behavior and Change the Work Environment

Chapter Two. Make a Scene: Envision What You Want

Chapter Three. The 8 Levers of Change: Design the Work Environment

Chapter Four. Its Not Just One and Done: The Work Systems Model in Action

Chapter Five. When to Use the Work Systems Model

Conclusion

Acknowledgments

Notes

About the Authors

We live in a world of permanent changeone in which, whatever job title you hold, your real job is in fact change. The notes for this chapter reference nine such studies, from 1994 to 2010.

Our own travels have also shown us that most change initiatives fail, but whatever the exact number, failurenot successis the norm. We have known each other for nearly 40 years. We have collaborated in the changing of organizations for more than 20. We help leaders change their organizations in order to reach new performance heights or to adapt to a turbulent environment. In combination, we have done this work for more than 60 years in a wide range of industries: manufacturing, telecom, health care, financial services, power, information services, government, professional service firms, and education. We have worked with US and international companies, start-ups and turnarounds, unionized and nonunionized, and with privately held, publicly traded, and public sector organizations. We have worked at all organizational levels: shop floor, supervisory, managerial, C-suite, and board of directors. For more than 20 years, Greg has served on the faculty and as director of Whartons semiannual executive education course, Leading Organizational Change. Weve written this book because so many people invest so much in changing their work groups, departments, service lines, strategic business units, and organizations, and so many fail, at great cost to organizations, communities, individuals, and families.

Why do so many attempts at organizational change fall short? Certainly not for lack of advice. In fact, there is an entire industry based on exploring this subject, one that touts an array of approaches: tell stories, make change a priority, walk the talk, and ponder parables about mice and cheese or penguins and icebergs. Many of the most popular books on change address its psychological aspects, and focus on people and their internal states or motivationsand they address both well. These ideas matter and can prove most useful. This psychological perspective taken alone, however, can promote the belief that the success or failure of any given organizational change effort comes down to motivating individual members of the organization and that, correspondingly, a leaders primary job comes down to inspiring the troops. Such a belief can easily lead to unfortunate attributions whenever individuals dont change, namely marking individuals as the problem. The person receives the label resistant, and perhaps the leader becomes stigmatized as uninspiring. We contend that altering the attribution and recasting the challenge of resistance significantly improve the likelihood of success.

Nor is failed change necessarily a problem of lack of commitment. You may have led a failed change, whether big or small, even after doing so much right: You did your discovery work. You scanned your world. You developed a sense of urgency. You physically felt the need to change. You made the case (over and over), delineated a strategy, and lined up the powers that be. Yet the change did not happen. It remained uncoupled from the day-to-day operation of the organization, both in design and in execution. The change turned into a shadow of itself or even less and then slipped away, leaving remnants, lost credibility, and numerous casualties. So, just what was the problem? What should you have done differently? What do you need to do differently next time?

We contend that change efforts fail for two reasons:

1. Leaders present vague and abstract change objectives: Improve communication between caregivers and patients and their families or Increase profitability. Phrases like these mean different things to different people. They do not specify what to do or how to change. They do not focus on the key aspect of organizational change: the required behavior of individuals.

2. Leaders underestimate the power of the work environment to precipitate or stall change. Many change efforts lack a coordinated or aligned approach to designing the work environment. One aspect of the environment tells people to make a change, while other aspects of the environment signal to people to continue to act as they always have.

Based on these insights, we present an approach to change that involves focusing on the behaviors that you want from people and designing the work environment to facilitate those behaviors. In this book, we first show you how to think about desired behavior, and then walk you through how to design the work environment using 8 Levers of Change, a comprehensive approach to creating a clear and direct objective and systematically altering the work environment to bring about the desired change.

The ideas presented here derive from the Work Systems Model developed by Shea and Associates, Inc., which is based on systems thinking and sociotechnical theory. Systems thinking is the process of understanding how one part influences both another part and the whole. Nature provides the example of an ecosystem in which each of the various elementsair, water, plants, animals, movementaffects the existence of the other. Like ecosystems, work environments consist of various elements that combine to make a system healthy or unhealthy.

Organizational researchers Eric Trist, Ken Bamforth, and Fred Emery coined the term sociotechnical systems in the 1950s, when they worked as consultants at the Tavistock Institute in London. (Later, Trist and Emery continued their work at the University of Pennsylvania.) Sociotechnical