Today I’m revisiting a previous blog post on Managing Complex Change from 2016. Thanks to LinkedIn analytics, I’ve recently seen this post go from a few dozen views, likes, and reshares by people who know me in my first-degree network, to over 4,206 views from all over the world according to today’s count. I’m really not sure what the tipping point was to resurrect this piece of “old” content, but the exponential impact of 153 reshares is stunning to watch unfold over the course of a few days.
This post is not even my original content. It’s the visual and emotional aspect of it that keeps getting attention. The Managing Complex Change model below is credited to Knoster, Villa, and Thousand (2000) as cited in the footnote below. It has been used in a variety of educational settings, and it’s widely applicable to any number of business and personal contexts. I use it for strategic planning with nonprofit clients because it always resonates with the board and staff members who are in the thick of managing complex change within their organizations.
The model speaks for itself:
In today’s world, maybe this “old” content is getting a new life of reshares because so many people around the world are overwhelmed by the pace of change and the reality of these four feelings on their quest towards change. What I love about this model is that it visually marries business concepts of vision + skills + incentives + resources + action plans to very real human feelings. If all 5 of those building blocks are in place, change can occur. If one or more is missing, that’s when feelings like anxiety, resistance, frustration are felt or false starts will be commonplace.
A model like this helps changemakers spot these potential landmines (or missing building blocks) to hopefully navigate through them. It’s a form of diagnosis that can lead to actions directed at alleviating the symptoms when one or more of these building blocks is missing. I hope it gives you clarity as well if you are currently managing complex change and feeling one or more of these feelings. I invite you to share it with others too. This is a holiday gift that just might last a little longer than whatever you just ordered from Amazon. You’d be in good company of these people who also shared the Managing Complex Change post on LinkedIn.
As an update, 8 days later this post has been viewed over 56,000 times as more people shared it. Here are the analytics as of December 26, 2017.