The Dynamic Change Series
In Dynamic Change I talked about getting a group of people together to create something that changed the way we did things. In Leading Dynamic Change I talked about ways to lead the process. Then we have, Sustaining Dynamic Change. We, as leaders, have to guide consensus building, which means guiding the group to an agreeable, consistent, and actionable set of ongoing changes.
In this the fourth part of Dynamic Change we will talk about The Ripple Effect. The Ripple Effect happens when what you did in the first three steps causes change to happen in a much broader realm than the intended concept. The changes we made affected the company as a whole causing the company to make changes to accommodate and support the success that was created at the store level.
Our success rippled out to make the other stores we partnered with more successful which in turn made the company as a whole more successful. This constituted a change in how we view certain portions of the company dynamic and a change in thinking regarding empowering managers to become more innovative.
I have always believed that Dynamic Change starts with the front line people and by the knowledge that change must grow to be change. Change has no boundaries and is not confined to just our store. From the moment the Ripple Effect moved outward and touched the people that help put the change engine together, it touched the people beyond our store and will eventually cause Dynamic Change on an even higher level.
Creating Dynamic Change was based on Empowering Innovation at a store level and giving us sustainability. We envisioned our team as bold, courageous and dragon slayers. Little did we know that change has a mind of its own and once unleashed will cast ripples far beyond our wildest dreams. Our vision was both bold and dynamic yet we must grow and adapt to the greater changes we created. The company had to also adapt and change the way it saw our store it also had to grow to accommodate the change.
Awaken the possibilities … then unleash them.
Point Of View
You should never underestimate the value of change. It can be dynamic and powerful. If we embrace change then we need to be prepared to lead change, to sustain change and embrace the ripples it creates far beyond what you imagined. Imagine more, see to the greater vision and always embrace change with fluidity.
Great post and read, Larry. Many organizations fear change and the results are often seen in loos of market share. I like that in your case innovation started at the store level and the ripple effect that other stores responded and the effect on the company was dynamic.
Thank you my friend. Nice note to leave a career on.
Outstanding lessons learned here, thanks for sharing!
To achieve the desired effects of change in the company, it is necessary to promote an environment in the company that tends towards innovation, creativity and innovation. For this purpose it is necessary that the desired transformation has an impact on people in terms of strong participation, motivation and involvement. Indeed, the actions of change and innovation should be as shared, built and, if desired, also promoted by those who will put them on the field in the company: human resources. Workers want and must understand and make sense of the events that involve them, they want and must be co-participants and co-protagonists of change, they want and must make their active contribution.
Thank you Aldo
Good read. I see change as coming from the bottom and coming from the top as long as their is a feedback loop between the two. What I see as being more important is that people will change to emulate leaders. So it’s not the approach, not the process, but the adoption of what they see in their leadership that drives change. The rest of the strategies and tactics then follow.
Thank you Chris great input