Creating Organizational Change You Can Live With Mary Eggers Partner Dannemiller Tyson Associates Al Blixt Partner Dannemiller Tyson Associates Copyright Dannemiller Tyson Associates 2007

Copyright Dannemiller Tyson Associates 2007 Session Purpose To understand what it takes to make change happen in our organizations in a way that achieves our desired goals as rapidly as possible without burning out our people. Copyright Dannemiller Tyson Associates 2007

Session Learning Outcomes Understanding of: Whole-Scale® Change Methodology Kinds of System Change Why Change Efforts Fail What Accelerates Change Ideas You Can Use Tomorrow Whole-Scale is a registered trademark of Dannemiller Tyson Associates Copyright Dannemiller Tyson Associates 2007

Copyright Dannemiller Tyson Associates 2007 Whole-Scale Change What is it? How is it different? What makes it so powerful? Over the last twenty years we have evolved the Whole-Scale™ approach to change based on our study of systems theory through the work of Margaret Wheatley in Leadership And The New Science and Fritjof Capra in The Web Of Life. The models, tools and processes that make up Whole-Scale™ are robust enough to be applied to a wide variety of organization and community challenges in a way that involves and aligns the entire organization in a positive direction for change. Copyright Dannemiller Tyson Associates 2007

Copyright Dannemiller Tyson Associates 2007 Whole-Scale® Change An approach to organization change that provides theories, models, tools and processes that support engaging whole systems in positive change. Over the last twenty years we have evolved the Whole-Scale™ approach to change based on our study of systems theory through the work of Margaret Wheatley in Leadership And The New Science and Fritjof Capra in The Web Of Life. The models, tools and processes that make up Whole-Scale™ are robust enough to be applied to a wide variety of organization and community challenges in a way that involves and aligns the entire organization in a positive direction for change. Copyright Dannemiller Tyson Associates 2007

Copyright Dannemiller Tyson Associates 2007 Whole-Scale® Change Traditional Change Leader driven and managed Low involvement Often not connected to strategy Often not coordinated with other change initiatives Does not consider impact on people and systems Focused on content rather than process of change Whole-Scale Change Guided by aligned leadership High involvement Driven by strategic goals and objectives Coordinated with other change initiatives Taps wisdom of people to support the change Focus on change process to achieve goals Over the last twenty years we have evolved the Whole-Scale™ approach to change based on our study of systems theory through the work of Margaret Wheatley in Leadership And The New Science and Fritjof Capra in The Web Of Life. The models, tools and processes that make up Whole-Scale™ are robust enough to be applied to a wide variety of organization and community challenges in a way that involves and aligns the entire organization in a positive direction for change. Copyright Dannemiller Tyson Associates 2007

Copyright Dannemiller Tyson Associates 2007 Whole-Scale Change The Power of Whole-Scale Practical, Proven and Flexible System Theories, Models, Tools and Processes Engaging the Whole System Accelerates Strategic Change Over the last twenty years we have evolved the Whole-Scale™ approach to change based on our study of systems theory through the work of Margaret Wheatley in Leadership And The New Science and Fritjof Capra in The Web Of Life. The models, tools and processes that make up Whole-Scale™ are robust enough to be applied to a wide variety of organization and community challenges in a way that involves and aligns the entire organization in a positive direction for change. Copyright Dannemiller Tyson Associates 2007

Kinds of System Change #1: Mission Change #2: Process Change #3: Structure Change #4: Culture Change Change Enablers Every engagement is different and Whole-Scale™ brings a practical and flexible approach to engaging your whole organization and responds both to the immediate convening issues and your long-term goals. Continuous Improvement Capacity Building Copyright Dannemiller Tyson Associates 2007

Copyright Dannemiller Tyson Associates 2007 #1: Mission Change New Purpose New Business Model Requires Process, Structure and Culture Change Example: United Way of America Every engagement is different and Whole-Scale™ brings a practical and flexible approach to engaging your whole organization and responds both to the immediate convening issues and your long-term goals. Copyright Dannemiller Tyson Associates 2007

Copyright Dannemiller Tyson Associates 2007 #2: Process Change New Ways of Working Requires Structure and Culture Change Example: U.S. Air Force Example: Covenant Healthcare Every engagement is different and Whole-Scale™ brings a practical and flexible approach to engaging your whole organization and responds both to the immediate convening issues and your long-term goals. Copyright Dannemiller Tyson Associates 2007

Copyright Dannemiller Tyson Associates 2007 #3: Structural Change Organization Redesign Often Driven by Process Change Often The Result of Merger/Acquisition Example: Best Friends Animal Society Every engagement is different and Whole-Scale™ brings a practical and flexible approach to engaging your whole organization and responds both to the immediate convening issues and your long-term goals. Copyright Dannemiller Tyson Associates 2007

Copyright Dannemiller Tyson Associates 2007 #4: Culture Change Focus On Values & Behavior Most Powerful Source of Resistance Usually Linked with Other Changes Example: Ferranti-Packard, Ltd. Every engagement is different and Whole-Scale™ brings a practical and flexible approach to engaging your whole organization and responds both to the immediate convening issues and your long-term goals. Copyright Dannemiller Tyson Associates 2007

Change Enabler: Continuous Improvement Follows Transformational Change A Form of Cultural Change Helps Avoid Disruptive Change Local or System Impact Example: Six Sigma Every engagement is different and Whole-Scale™ brings a practical and flexible approach to engaging your whole organization and responds both to the immediate convening issues and your long-term goals. Copyright Dannemiller Tyson Associates 2007

Copyright Dannemiller Tyson Associates 2007 Change Enabler: Capacity Building Foundational to all Change Example: Leadership Development Example: Team Building Example: Skills Training Every engagement is different and Whole-Scale™ brings a practical and flexible approach to engaging your whole organization and responds both to the immediate convening issues and your long-term goals. Copyright Dannemiller Tyson Associates 2007

Why Change Efforts Fail No Compelling Case for Change Leadership Not Engaged Organization Not Engaged Lack of Clear Change Roadmap Lack of Resources System Overload/Change Fatigue Lack of Accountability Lack of Change Infrastructure Through the use of microcosm teams (teams that represent a DNA slice of the organization or community) we are able to keep our finger on the pulse of the whole system. The importance of this is critical as changes in one part of a system always impact, either negatively or positively, other parts of the system. Through the use of microcosm teams and large group meetings, which are used to accelerate the speed of the change effort, we are able to honor all of the voices thereby addressing the resistance to change. By building a common database, where everyone knows what everyone else knows, we are able to stay focus on the desired results of the change effort. Copyright Dannemiller Tyson Associates 2007

What Accelerates Change? Shared Strategy/Purpose Leadership Microcosms Critical Mass Roadmap/Process Infrastructure Sustaining Momentum Copyright Dannemiller Tyson Associates 2007

Whole-Scale Tools Theory D x V x F > R Strategic Planning Model Star of Success Application Microcosms Converge/Diverge Change Journey Roadmap Whole-Scale is a registered trademark of Dannemiller Tyson Associates Over the last twenty years we have evolved the Whole-Scale™ approach to change based on our study of systems theory through the work of Margaret Wheatley in Leadership And The New Science and Fritjof Capra in The Web Of Life. The models, tools and processes that make up Whole-Scale™ are robust enough to be applied to a wide variety of organization and community challenges in a way that involves and aligns the entire organization in a positive direction for change. Copyright Dannemiller Tyson Associates 2007

Whole-Scale® Change Model D x V x F > R D = Dissatisfaction V = Vision F = First Steps R = Resistance to Change Copyright Dannemiller Tyson Associates 2007

Strategic Planning Model Environment forces trends developments Stakeholders needs wants expectations Vision, Mission Values Strategic Goals Strategic Objectives Action Plans Do It! (implementation) Measure, Review, Learn, Continue Copyright Dannemiller Tyson Associates 2007

Copyright Dannemiller Tyson Associates 2007 The Star of Success Strategic Direction Shared Information Right Functions Pattern of Success Right Form Right Resources Copyright Dannemiller Tyson Associates 2007

Copyright Dannemiller Tyson Associates 2007 Microcosms “A team or group that is a representative sample of the levels, functions, perspectives and diversity of the system being changed.” Diagonal Slice Copyright Dannemiller Tyson Associates 2007

Copyright Dannemiller Tyson Associates 2007 Converge - Diverge (Keeping the System Whole) Plan Do Check Act Evaluate Copyright Dannemiller Tyson Associates 2007

Leadership Team Alignment Event Reunion/Checkpoint Event Change Journey Roadmap Leadership Team Alignment Event Getting Started Small Group Work Event Planning Team Event Planning Team Small Group Work Organizational Alignment Event Special Purpose Work Small Group Work Event Planning Team Reunion/Checkpoint Event Task Team Work Small Group Work Plan - Do - Check - Act Leadership and Core Teams Support the Change Copyright Dannemiller Tyson Associates 2007

Copyright Dannemiller Tyson Associates 2007 Ideas You Can Use Case for Change Connected to Strategy Connect to Leader’s Priorities Engage the Whole System thru Microcosms Communicate the Plan and Progress Utilize Existing Infrastructure Create New Support Teams as Needed Connect Results to Reward System Reconnect the Whole System Periodically Copyright Dannemiller Tyson Associates 2007

Copyright Dannemiller Tyson Associates 2007 To Learn More: www.dannemillertyson.com Whole-Scale Change: Unleashing the Magic in Organizations Whole-Scale Change Toolkit Copyright Dannemiller Tyson Associates 2007