| Do you need to have an intervention in your | | | | dissatisfaction with the current state and a real desire |
| organizations? I don't mean one of those awkward | | | | and willingness by the employees and key players |
| scenes you read about in books or see in dramas | | | | alike to want to change. |
| when an addicts family and friends are waiting for a | | | | - Do we have all the tools we need? - Change is not |
| person in a room and then collectively tell them the | | | | easy and can easily turn disastrous if the people |
| damage they are doing to themselves and others - I'm | | | | leading the change have no idea what they are doing. |
| talking about an organizational intervention. An | | | | If you recognize change is necessary and want to |
| organizational intervention is a way to stop the current | | | | conduct a change intervention, make sure there is |
| behavior conducted with in an organization and change | | | | someone knowledgeable and available to see the |
| course to a new, more productive behavior (maybe I | | | | change through to the end. |
| am talking about the awkward scene described | | | | - What's the back up plan? - A change intervention |
| above?). This may be, for example, to improve | | | | initiates change, but any plan implemented may need to |
| relationships between two departments or teams, | | | | be amended or completely scrapped as more |
| address conflict within a team, or to address systemic | | | | information is collected during the process. Have back |
| issues of quality or low productivity. | | | | up plans for your back up plans and make sure you |
| Here a few tips to help you get the ball rolling on an | | | | can follow through on meaningful change - you don't |
| organizational intervention: | | | | want to stall the process once the ball of change has |
| - "Are you ready to rumble?" - In order for change to | | | | begun rolling. |
| occur, there needs to be a readiness and openness to | | | | - Remember, culture matters - Make sure that any |
| the change. As with a drug addict trying to wean | | | | change initiated accounts for the cultural values of the |
| themselves off of drugs, if they are not prepared to | | | | organization and those people who comprise the |
| make the change necessary for a healthier, productive | | | | organization. Culture is an amazingly powerful element |
| life, the change will not be successful. For organizations, | | | | in the change process and without accounting for it, |
| at a very basic level, there needs to be a general | | | | change will not work. |