Lean Change Management | Jason Little

Summary of: Lean Change Management: Innovative practices for managing organizational change
By: Jason Little


Embark on an engaging journey of organizational transformation with ‘Lean Change Management: Innovative practices for managing organizational change’ by Jason Little. This book summary introduces an alternative approach to change management, breaking down traditional methods and shifting towards a more adaptable, feedback-driven, and people-oriented process. The book highlights the importance of working with insights, options, and experiments, provides various tools such as Information Radiators and the ADKAR method, and offers frameworks like Kotter’s Eight Steps and McKinsey’s 7S model. Get ready to introduce gradual, adaptable changes and foster a more innovative and collaborative workplace.

The Lean Change Management Cycle

The Lean Change Management Cycle proposes a new method of directing organizational change through three stages, “insights, options, and experiments.” Leading business transformation in incremental steps and involving people who will be most affected by the change is the key. By breaking organizational shifts into smaller pieces and gathering insights from different communities, management can create a feedback-driven change plan. It allows management and staff to understand the dynamics of the organization and react to change in a more controlled, incremental way.

Embrace Change Wisely

Change cannot be controlled, but it can be understood and facilitated using simple tools like information radiators. These tools help you gather insights and detect possible obstacles to change by providing an overview of the situation. By using sticky notes to visually represent progress, you can effectively communicate with your team and replace dull status reports. Embrace change wisely, and use these practical tools to assist you.

Running Effective Meetings with Lean Coffee

Lean coffee is a productive approach to conducting meetings that initiates open dialogue among those most affected by changes. It operates on facilitating a meeting’s thematic agenda by allowing participants to write their questions on sticky notes. All questions are gathered, duplicates removed, and similar issues merged. Voting then takes place to decide which question to discuss first, after which a time limit of say, five minutes, is set to start the conversation. Agile retrospectives are also valuable tools for reviewing project phases, gathering feedback, and comparing results from different teams. By conducting an Agile retrospective, through the “happy, sad, or mad” question approach, managers can better understand how staff feel about ongoing changes, thus making the change management process more transparent. Emotional responses to changes are natural and using lean coffee helps team members take ownership and drive themed meetings resulting in successful change management.

The ADKAR Approach to Change

The ADKAR approach is a five-step model that ensures effective change management. First, create “Awareness” about the need for change, followed by a “Desire” to undertake transformation. “Knowledge” of how to make the change possible, must be supported by the “Ability” to embrace the change, and ultimately “Reinforcement” to ensure the change is sustained. Using the ADKAR survey is a popular tool to gauge the organization’s readiness for change and helps in ensuring all five conditions are met. ADKAR emphasizes creating urgency through candid dialogue to ensure successful change management.

Introducing Change: A Lean Approach

Learn how lean change management can benefit your company by focusing on solution-driven thinking, generating and assessing options, and using feedback-driven approaches.

Are you considering introducing change in your company? Before you jump in, consider your options and the potential benefits for your firm. In the book summary, “Consider your available choices for introducing change.” The author suggests using a lean change management approach that focuses on feedback-driven approaches rather than plan-driven ones.

To achieve successful change, the author recommends generating and assessing options to support your company. Dream about the future you want and stop worrying about the present, and ask the “miracle question” to encourage solution-based thinking. The miracle question asks you to imagine what changed for the better if a miracle happened overnight.

It may seem counterintuitive to focus on solutions rather than problems, but it encourages creativity, which is crucial in generating varied possibilities for change. Remember to consider all answers, even the seemingly impractical ones, to review your beliefs and inherent suppositions about the problem.

Finally, the author advises using training and development, blogs, newsletters, coaching, and mentoring to support your firm during the change process. By adopting a lean approach, your company can achieve successful change that benefits everyone involved.

Evaluating Choices for Change

Evaluate choices based on cost, value, and disruption. Highlight the most disruptive paths using a graph. Keep in mind the costs and benefits of each option. The desire for change can overcome the challenges. For example, initiating lean coffee meetings requires time and effort, but the benefits can outweigh the costs.

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