๐Ÿ‘ A Framework for Thinking About Systems Change

Liked A Framework for Thinking About Systems Change by Davide 'Folletto' Casali (Intense Minimalism)
  • Confusion โ†’ lack of Vision: note that this can be a proper lack of vision, or the lack of understanding of that vision, often due to poor communication and syncrhonization [sic] of the people involved.
  • Anxiety โ†’ lack of Skills: this means that the people involved need to have the ability to do the transformation itself and even more importantly to be skilled enough to thrive once the transformation is completed.
  • Resistance โ†’ lack of Incentives: incentives are important as people tend to have a big inertia to change, not just for fear generated by the unknown, but also because changing takes energy and as such there needs to be a way to offset that effort.
  • Frustration โ†’ lack of Resources: sometimes change requires very little in terms of practical resources, but a lot in terms of time of the individuals involved (i.e. to learn a new way to do things), lacking resources will make progress very slow and itโ€™s very frustrating to see that everything is aligned and ready, but doesnโ€™t progress.
  • False Starts โ†’ lack of Action Plan: action plans donโ€™t have to be too complicated, as small transformative changes can be done with little structure, yet, structure has to be there. For example itโ€™s very useful to have one person to lead the charge, and everyone else agreeing they are the right person to make things happen.
M. Lippitt’s (1987) model of change is best represented through a graphic:

A Framework for Thinking About Systems Change

via Doug Belshaw

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