Change by Attraction

When you listen, you convey that the other person has something valuable to share—which helps equalize status. If your response indicates you understand the clients world, their confidence in your ability to help grows. 

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7 Rules for Positive Productive Change is available on Barnes and Noble, Amazon, or from the publisher. 

How do you create an environment for great work? Where healthy self-organization happens? You notice and shape patterns. Patterns are meaningful events that repeat over time—actions and interactions, outcomes and results. That might be teams that flail and fail to deliver results. It might be conflicts that happen over and over. Or people waiting to be told what to do.

But how do you influence those patterns? Training isn’t usually enough. You have to influence the system—attending to Clarity, Conditions, and Constraints.

Download the Managing Complexity Self-Directed Assessment here:  https://academy.estherderby.com/pl/2147504104

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7 Rules for Positive Productive Change is available on Barnes and Noble, Amazon, or from the publisher. 

When there’s an issue in an organization, people have a tendency to focus on fixing the person(s). But there may be other—more effective—ways to fix the problem.

But behavior is a function of people and their environment. And sometimes adjusting the  environment is the easiest, fastest, and most effective way to fix a problem.

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7 Rules for Positive Productive Change is available on Barnes and Noble, Amazon, or from the publisher. 

This year, we all experienced changes with the pandemic. On an individual level, the impact ranged from minor blips and stunning upheavals. Organizations had to adapt to remote work. And in this all there is a common thread, the human experience of change.

In March 2020, my state went into lock down due to the pandemic. By June all my in-person workshops for the year evaporated. In this podcast, I trace my journey through old status quo, and chaos...until a transforming idea helped me see a way forward to a new status quo.

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7 Rules for Positive Productive Change is available on Barnes and Noble, Amazon, or from the publisher. 

I've lived with five different dogs in my life, and each one has taught me something valuable--including lessons about organizational change.

In this episode I'll share the story of how I imposed a change on my dog...and how her responses mirrored those I see in top down change in organizations. 

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7 Rules for Positive Productive Change is available on Barnes and Noble, Amazon, or from the publisher. 

Power is ever present in organizations--and in change. Most change efforts rely on power over--the sorts of power that involve directives and rewards, and some times threats. But you'll get better results using power with. In this episode I'll talk about the sort of power most commonly used in organizations--and why you might not want to use them to accomplish change. 

If you want to learn more, you  read Raven and French's seminal paper, The Bases of Social Power.

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7 Rules for Positive Productive Change is available on Barnes and Noble, Amazon, or from the publisher. 

What do forests have to do with organizational change? The ecological process of forest succession shows us that new plant communities take hold when the environment is ripe for them. That each new plant community, in turn alters the environment—making it possible for another plant community to take hold.  And I think that is a very useful way to think about making sustainable changes in organizations. 

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7 Rules for Positive Productive Change is available on Barnes and Noble, Amazon, or from the publisher. 

Convincing someone to do something different isn’t easy. Especially when they’re already working long hours, and the new thing requires effort and learning. When it may not work, or isn’t directly endorsed by their boss, it gets even more difficult. But persuasion isn’t the only way to entice people to try new ideas. In this episode, I’ll explain the difference between persuasion and influence and offer eight ways to influence change.

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7 Rules for Positive Productive Change is available on Barnes and Noble, Amazon, or from the publisher. 

Words matter. One in particular matters in organizational change: Resistance. The way the term was originally used in the sense of electrical resistances—factors that inhibit the flow of electrons, or in the case of change restraining forces that work to maintain the status quo. 

But most of the time, I hear it as a label--slapped on people who haven’t jumped on the change bandwagon. 

Unfortunately, that label gets in the way. It shuts down curiosity and shuts down learning. In this episode, I’ll talk about the assumptions behind using the term and the organizational costs.

The best way to deal with resistance is to avoid it in the first place. Work by attraction. Let people get their finger prints on the change. 

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7 Rules for Positive Productive Change is available on Barnes and Noble, Amazon, or from the publisher. 

People who lead change talk about wanting others to own the change. But how? How do you get people to feel like they own something that's fully formed and rolled out? You don't. The key is to let people get their fingerprints on a change. And that's what I'll talk about in this episode.

For more ideas on how to involve people in change, check out Chapter 7, Guide, and Allow for Variation, in 7 Rules for Positive Productive Change.

Visit my website www.estherderby.com.

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7 Rules for Positive Productive Change is available on Barnes and Noble, Amazon, or from the publisher.