Change Implementation: Learning The Napoleon Way In Implementing Change
August 29th, 2009 by managementskills
Whenever an organization is engaged in implementing change, there’s a element of group dynamics concerned. This isn’t a new idea, though techniques for working with it have evolved. Recognition of this phenomena goes back at least as for as Napoleon, who divided infantrymen ( generals particularly ) into three general groups that would have to be addressed in different ways.
The 1st major group is made of the people that are ready to support a new idea right away. These are the modern equivalent to early adopters. These tend to be the cutting edge or adventurous types in a group who view new ideas with an open mind. The second major group is made of the folks that are instantly opposed to a new idea. These are thought to be to be the naysayers in a given group and are hard to move offof that position. The last and often biggest group is made of folks who are the middle grounders. In political parlance, these are members of the silent majority. They either lack an opinion or have taken a wait-and-see approach.
For those concerned in implementing change, these three groups require totally different approaches. For the 1st group, the object is simply to guide them into specific action. In the best case scenario, at least some early adopters will be influential in the organization. This is the best case because the object with the second group is to achieve willing adoption or compliance and the best method of doing so is to get the early adopters to convert the middle grounders.
When it comes to the third group and implementing change, the object is still compliance. This obedience to the change isn’t achieved through conversation or conversion, but most frequently through sheer volume of acceptance by the middle grounders. No act of leadership or confrontation can bring this third group into prepared approval of the change. In point of fact, it will most probably lead to frustration and more clash.
What Napoleon recognized in the natures of his generals still is true for the natures of men and girls today. Successfully implementing change means approaching those basic natures in the best and least confrontational way possible.
For more information, please see our website: Change Implementation
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