Sue Inches wrote:
>I've been thinking about the question of what do "change agents" need?
What do others most need to be effective as agents of change?
Is it tools that work well with clients?
Is it a way of speaking so clients will see value in learning organizations?
Is it more support and feedback from others who are working on similiar issues?
Is it energy to keep going in an often difficult environment?
What other things?
So if you could have whatever you wanted to make your work
as a change agent, or your vision succeed, what would that be?
There is a book that has helped me understand being a change agent. "By
What Method" by Sink, Tuttle and Johnston, IIE published, discusses a
framework for the development of a change agent:
Professional modes of functioning (PMF)
where different situations in leading and managing change
necessity the CA to separate role from self, and determine the most
appropriate role to play with a group to get them toward a good answer, in
the healthy ways, and learn something about change management in the
process.
Phases of Change (POC)
Similar to weisbords 4 room/apartment model, or the phases of
death& dying, change requires members to move through different mental
states before they can move on to the next level, or get over the death,
etc. By being able to recognize the phase a group is in, you can better
choose the PMF, and tools to help.
If you think about a matrix PMF by POC, the intersections can depict
different tools that are effective for that particular situation.
Relating the phase with the mode helps determine a tool best suited for
the situation.
The book also covers what it considers necessary bodies of knowledge in
order to be as developed as one can for situations.....
-- scypher@perform.vt.edu (Scott R. Cypher)Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>