Leveraging A “Change Model” for Collaboration

I recognize that there are many “change models,” but this particular one caught my attention, for its simplicity and insights. I do not know who the author is. I feel that this change model applies to collaboration as well. Granted that change initiatives are at a grand scale, and we usually speak of collaboration "efforts," unless an organization is embarking on a change initiate to create a strong culture of collaboration.

According to the change model, successful change has 5 key elements: i) Vision, ii) Skills, iii) Incentives, iv) Resources, and v) Action Plan. With these ingredients, the model lays out 5 possibilities:

Successful Change: Vision + Skills + Incentives + Resources +Action Plan

Confusion: Lack of Vision (Skills + Incentives + Resources +Action Plan)

Anxiety: Lack of Skills (Vision + Incentives + Resources +Action)

Gradual or No Change: Lack of Incentives (Vision + Skills + Resources +Action Plan)

Frustration: Lack of Resources (Vision + Skills + Incentives +Action Plan)

False Start: Lack of Action Plan (Vision + Skills + Incentives + Resources)

This change model maps nicely into our 4 Ps Framework for Effective Collaboration: Purpose, People, Process and Place. In an invited blog post, People Collaborate, Not Tools! Right, BUT …, I leverage this change model for our 4 Ps model to highlight challenges in collaboration and offer specific guidance.



Update on 25 December 2010 by Lokesh Datta

See Related Posts:

• How’s your collaboration effort going?
• Managing Complexity in Collaboration Demands Rigor
• Effective Collaboration is Supposed to Look "Messy"!
• BP Oil Spill - Unmitigated Disaster in Collaboration
• Christmas Terror: Spectacular Failure and Success in Collaboration