Recently, I reconnected with colleague, Joitske Hulsebosch, who I met in 2005 through Nancy White's Online Community workshop. I interviewed Joitske about her work way back in 2006. I asked for some recommendations on Twitter for the best practical sources for change management. Joitske recommend Learning To Change.
She also pointed me to an older post on her blog about one of theories of change in the book based on thinking styles. I did a mashup with social media framing. Now, have to get my hands on that survey and see if there my noodling holds water.
From the English book review:
"In the third chapter, "Thinking about change in five different colors", Caluwé and Vermaak introduce their color model. They start this chapter by stating the word "change" has five different meanings. The five ways of thinking addressed by the model include different views on what the authors say, "why and how people or things change" (p. 42). The different colors include:
* Yellow-print thinking. People change their standpoints only if their own interests are taken into account.
* Blue-print thinking. People or things change if a clearly specified result is laid down beforehand.
* Red-print thinking. People change if things are appealing and inspiring to them.
* Green-print thinking. People change if they learn. They are motivated to discover their limits.
* White-print thinking. Everything changes autonomously, of its own accord. "
The book, written in 2002, does not address social media and change management or even technology. That lead me to the above noodling.
I also wondered about the historical context of change management and technology tool adoption, asking on Twitter if there case studies about the adoption of the typewriter in the workplace. Lucy Bernholz, who shares my interest in contextualization, pointed me to this essay about artifacts and change describing the change brought about by the introduction of the typewriter into the workplace.
Joitske poses a good question when she asks, "Can you shift your organization's culture by introducing social media?"Joitske observes that the power of social media is more about the culture of openly sharing knowledge, collaboration, and engaging in co-creation. She points out that having the tools does not mean you have improved the collaboration between your professionals. It reminded of the questions we discussed in the early 1990's about using online collaboration tools for nonprofits. For example, if an organization does work online with board can it be effective or I used to say, "a dysfunctional board offline is dysfunctional online."
She goes to pose a great chicken or egg question:
- Is your organizational culture ready for social media or do you want to shift the culture by introducing social media?
- What is the actual change you are envisioning?
- Can social media play a role in this?
- What are the other inventions that are needed to help change the organizational culture?
Joitske says you to begin with assessing the culture of the organization and see whether there is a match or a mismatch with social media cultures.
Some other change management resources mentioned by Twitter followers
Some more resources from Facebook Friends:
Definitely agree that Esther Dyson is a leader on tech adoption.
Clayton Christensen/Michael Horn's disruptive innovation writings (most recently about education)..
In the social sciences, I'd recommend Everett Rogers' Diffusion of Innovations. It's considered a classic.
A couple years ago I interviewed Christine Beckman (Cal-Irvine), who has done some interesting organizational research about how methods and technologies are adopted by different types of firms.
How about Chris Hughes? Facebook and My.BarackObama.com - highly thoughtful and articulate
Well, I'm not sure about technology adoption, but Ben Cameron is an amazing thinker on change management. You can check out his remarks at our recent members' meeting
What are your best resources of change management? I'm looking for practical sources mostly.