What About the People?

Some of you may already know that change, and the way that we manage it, is one of the aspects of business life that I find particularly fascinating. So, as you can imagine, I really enjoyed being able to spend some time with Jeremy Barty recently.

Jeremy is an expert on change and transformation, and his unique way of tackling the issues is encapsulated MyCube4Change system which has been used successfully to help individuals and groups deal with change and transformation.

In our meeting we spent some time debating change projects within organisations. Large amounts of revenue is spent on process re-engineering, project planning and IT implementation. But how much is being spent on equipping people to embrace and change their behaviour? Is this something that companies should consider?

We decided to address the questions in an experimental way, and started by asking:

  1. Why is some change so difficult and other change so easy?
  2. What is transformation?
  3. Who is responsible for personal change in organisations?
  4. Who is responsible for your transformation? (can an organization be responsible for personal transformation)?

The debate was wide and some of the points were challenging, but this is what I took home:

  • To care for people you have to be honest!
  • Take what you are given and then internalise the caring into the heart.
  • There is a difference between change and transformation.
    Change is changing what you do! To change in behaviour means using logic and a motive and then exercising self-will and the discipline to execute the change
  • What you value is what you do! This is important, and it is a principal that has been with us for millennia. Matthew 6:21 encapsulates this principle when it says “For where your treasure is, there your heart will be also”.
  • Transformation is a change in who you are. It is a change to your state of being.
  • Transformation happens when you let go of control and invite something bigger than you to change you.
  • It is painful, and only you can do it for yourself, just like the butterfly struggles to come out of the cocoon – you can’t help it out for if you do it will die.
  • Transformation is an individual’s role and organisational change is the company’s role.
  • Processes and skills development is important.
  • Great companies need to take care of the people and any change process must have a focus on people.

2 thoughts on “What About the People?

  1. Hi Len. Your observations are so true. It’s a small world – I have also had the pleasure of being exposed to the mycube4change concept earlier in the year. Even though I am now based here in India (Bangalore) for a while, I was fortunate enough to complete Jeremy’s on-line MyCube4change process and always look forward to his mycube4change BLOGS. Much of this thinking can be applied to the challenges in healthcare – at a system level, and at a personal level. Anyway – Stay well. Nicky

  2. Hi Nicky.
    Yes it is a very small world. You are so right that this thinking and also systems thinking is a great way to get a system’s view of the healthcare challenges we face. What always amazes me is that no matter where in the world you are our challenges are similar and we can learn from each other.
    Where in India are you? I may be visiting in the next 6 months and would really like to connect with you if possible. Kindly reply to me on my direct e-mail at len@lda.co.za :):)

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out /  Change )

Google photo

You are commenting using your Google account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s