Alia Innovations (a nonprofit seeking to create an “unsystem” to drive transformative change in the child welfare world) shared a model with its Innovation Cohort that is relevant to all organizations undergoing a change process. (Download the diagram here.)

The process of change occurs over time. At the start of a change effort, an organization has the majority of its processes and policies from the current (or what will become old) way of doing things. Eventually, as the transformation progresses, new ways of behavior will be infused, but a total change has not yet occurred. This leaves the organization coping with old and new simultaneously – a transitional period affectionately referred to as “crazytown.” Those involved with the change must deal with ambiguity and sometimes conflicting processes until the new way of doing becomes the norm.

As part of a transformation effort, organizations must decide what to let go of to move beyond the “old way” and to consider what to add in order to establish the “new way.” It can be a time of awkwardness and vulnerability as the change process evolves but being aware of the transition (and acknowledging this with all those involved) can help normalize the confusing time during the middle of the process when the old and new overlap.

Change is never smooth or linear. By using Alia’s Organizational Change model, it may help your organization recalibrate its expectations and have the fortitude to survive the “crazytown” heart of the process.

Thanks, Amy for permission to share!

 

 

About the Author leadership dots by dr. beth triplett

I'm the chief connector at leadership dots where I serve as "the string" for individuals and organizations. Like stringing pearls together to make a necklace, "being the string" is an intentional way of thinking and behaving – making linkages between things that otherwise appear random or unconnected – whether that be supervising a staff, completing a dissertation or advancing a project in the workplace. I share daily leadership dots on my blog to provide examples of “the string” in action. I use the string philosophy through coaching, consulting and teaching to help others build capacity in themselves and their organizations. I craft analogies and metaphors that help people comprehend complex topics and understand their role in the system. My favorite work involves helping those new to supervision or newly promoted supervisors build confidence and learn the skills necessary to effectively lead their team.

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