Change Management, Goldilocks and the Three Bears

You have heard the story of Goldilocks and the 3 Bears.

Goldilocks climbed upstairs and saw that there were 3 pretty beds in front of her

It had been an exhausting day so Goldilocks decided to have a lie down.

She climbed into the first bed, but tossed and turned, it was far to hard.

She climbed into the second bed and sank down into the mattress, it was far to soft.

Finally she climbed into the third bed, and fell into a deep sleep, it was just right.

What has Goldilocks got to do with managing change?

Just like the beds, we can manage change in a way that is too hard, too soft or just right…

Sometimes we are too hard:

• Directors expect to revolutionise the world in months
• They set aggressive targets
• Middle managers were held accountable
• Staff attend change “boot camps” and are told to “get with the programme”
• But results don’t happen nearly as quickly as we expect and frustrations show
• Disbelief sets in and people quickly go back to their old ways.

Sometimes we are too soft:

• Everybody thinks it is a good idea
• Some fabulous posters are produced
• But there is no real commitment from the top
• People focused on other issues
• Excuses are made
• Issues are ducked
• And the change initiative is gradually ignored

Sometimes we get it just right:

• People agree with the principles behind the change, not just the outcomes
• Staff members volunteer to be involved
• Small steps are made towards the goal every month
• There is consistent focus and reward from the top
• Problems are investigated and resolved
• Nobody expects a quick fix.  Everybody is in it for the long-term
• Gradually the hoped for change becomes a reality

 It doesn’t matter what you are trying to change

• Maybe you want to lose weight
• Maybe you want to improve your processes
• Or maybe you want to transform a multinational organisation

Change only comes from a consistent, long-term, commitment.  Moving one step at a time.

Nothing else bears up (dreadful, sorry).

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The idea for this post came from The Customer and Leadership Blog by Maz Iqbal.

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Image by wstera2