Change management is a balancing act to ensure that change is implemented in an effective manner. A post at Consultants Mind structures the three biggest parts of change management as “head,” “heart,” and “hand.” Head is the logical side. Heart deals with the motivation of completing the change. Hand is then how to make it easy to execute change on a day-to-day basis. The key to success here is a balance of the three, but we often focus on one aspect more than another.
Don’t Topple the Trio
Focusing on a single aspect of the three can easily result in failure. If there’s a focus on head and not the other two, there’s now a plan with no motivation to see it through or a way of implementing this plan. These plans essentially get shelved because there’s nothing they can do with it.
Another issue comes from only having hand. Basically this means you have a bunch of tools, but there’s no strategy of what the goal is or why it’s being done. The author uses the example of lengthy tax codes and other pieces of government legislature to demonstrate what all hand might look like. All heart is also problematic because its focus is to heavily on ideals, but not the implementation or what it is setting out to do.
The application of only two of these aspects can still get you to your goal, but it won’t be a pleasant process. The author goes on to outline what happens in heart-hand, head-heart, and head-hand scenarios respectively:
- Scenario #4: Reckless enthusiasm because there is a lots of vision, passion, and activity, but not much of a plan. Ouch.
- Scenario #5: Strategy without legs because there is a reasonably well thought-out plan and vision, but nothing is happening. The troops don’t know what to do.
- Scenario #6: Disjointed action because there is a strategic plan and roadmap. We all know what needs to be done, but frankly, none of us know why we are doing it – other than our bosses told us to do it.
You can view the original post here: http://www.consultantsmind.com/2017/06/13/change-management-2/