Brock and Francesco favor helping people feel comfortable with change
rather than attemting to keep change at bay. Let me suggest a way that
will make people feel more comfortable with it, and make change more
likely to be a constructive one.
Normally, whenever a company decides to develop a new product, they do two
things. The first and obvious one is they have an R&D program that
culminates in a development project. That's the obvious one. The second
thing they do is they develop a marketing plan. Marketing is nothing more
nor less than communicating, so it is really a communications plan.
I suggest we approach change the same way. first, have an R&D program,
perhaps consistng of small incremental changes/experiments, culminating in
a development project. Second, and really in parallel, is have a clear
communications plan. Why are we doing this? What are the outcomes both
good and bad?
It almost goes without saying that if _everyone_ is involved in the R&D
and development phases, that this will provide a lot of communications
around the change, so broad participation may be the best way to do the
development. However, it is not the only way, provided the need for an
effective communications plan is kept in mind.
--Rol Fessenden 76234.3636@compuserve.com
Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>