Choosing Change: How Leaders and Organizations Drive Results One Person at a Time by Walter McFarland and Susan Goldsworthy
This book has two parts. Part I is The Change Focused Leader and Part II is The Change Focused Organization. Both have the base relationship of the 5 Ds: Disruption, Desire, Discipline, Determination, and Development.
For the individual, Disruption is the event or experience that triggers a conscious choice to change.
For the organization the Disruption is more threatening and the natural reaction can be more of a entrenchment as the disruption is usually a revolutionary change that has come about due to external forces.
The Desire is what the person or organization wants to achieve, how much it believes in the possibility, and how serious it is about making the change happen.
Discipline is applying those small, consistent and frequent steps that are required to build the momentum that delivers sustainable change. Discipline is necessary to manage the many demands and still keep the pressure on the process of change.
Determination is having the resilience to focus on and deliver change, even when faced with setbacks.
Lastly, Development covers the continuous improvement, reexamination, and learning that is needed.
There were many things that were aha moments for me here, and I found this book really useful in giving clarity to the process of change. Here are some of my ahas on the individual side:
* "We are not afraid of the unknown, because, how can we be afraid of something we have no idea about? Instead, we are afraid of letting go of the known."
* the 5 attributes of the learning person: self-knowledge, self-acceptance, self-respect, autonomy, and seeking of both solitude and company.
* the opposite of play is depression
Here are some of the ahas on the organizational side:
* make organizational change a formal part of organizational strategy, learning is correlated with performance
* integrate change into the business so that change becomes a routine part of doing business
* develop people continuously, ensuring organization-wide learning as well
* model collaboration in everything
* develop a change leadership competency and integrate it into the overall leadership model
* take time to reflect: you learn more from reflecting on your experiences than you do from the actual experiences themselves
This book gives the reader much to think about and a guide to how to make change a part of your life and a part of your organization.