June 6, 2022

Three things needed for change

Water flowing around a piece of wood before the water drops down a sluice

First Monday of the month = L&D Monday

David McClelland’s team at Harvard summarised the requirements for any significant change to be lasting and effective as follows:

People must…

…be willing to change (if they’re not it’s a motivation issue)

…be able to change (if they’re not it’s a training/competency issue)

…not be prevented from changing (if they are, it’s a systemic/environment issue)

In my experience, I have often seen the third of these as the real blocker. It’s more often the things that surround a worker that stops great performance, than the things within a worker.

A real case I have encountered:
People would not co-operate as requested because their bonus/commission scheme still rewarded individual results. The staff re-org and changes failed to deliver for over a year despite extra training, strong words, and sacked people… until they changed their bonus scheme.

When you fix the environmental issues, the motivation often changes in response, and people will then actively seek the knowledge they need to become competent in the new way. They now feel they have permission to change because the system encourages ‘flow’ in the direction of the change, like water down a channel.

Think of a current learning initiative. What is stopping your delegates from using what they are learning?

My best wishes, Paul

Paul Matthews

CEO and Founder of People Alchemy

share this article:

Leave a Reply

Your email address will not be published. Required fields are marked *

This site uses Akismet to reduce spam. Learn how your comment data is processed.

related posts

Item carved, hand with thumbs up, blue shirt sleeve, writing on hand "Good job!"

Catch them doing something right

Many of the ideas of management grew out of the latter stages of the industrial revolution. Do your managers seek to catch people doing something wrong, or catch them doing something right?

Read More
golden robot arm on blue background and blue writing strategy with arrow pointing to the hand holding a spanner

We need a strategy to fix this

“We need a strategy to fix this” – But what is a strategy anyway? I notice that many people get confused between strategy and planning…

Read More
Testimonial as a card

13 Barriers to implementing learning transfer testimonial

We recently received a lovely testimonial for Paul’s new ebook ’13 Barriers to Implementing Learning Transfer – and how to …

Read More
Two people arms stretched out and holding hands, silhouetted in front of a sunset red sky. Network of lit up dots imposed on the sky.

Change can be viral

One of the most significant determinants of learning transfer is the culture of the organisation. Culture is the sea where all learning transfer activities swim.

Read More

search blog

Get your free weekly tip

You agree that we can keep a record of your details, and send you other occasional offers. See our Privacy Policy