{"id":4894,"date":"2018-07-03T13:00:42","date_gmt":"2018-07-03T12:00:42","guid":{"rendered":"http:\/\/blogs.kent.ac.uk\/change-academy\/?p=4894"},"modified":"2018-05-31T00:06:28","modified_gmt":"2018-05-30T23:06:28","slug":"still-no-instant-pudding-2","status":"publish","type":"post","link":"https:\/\/blogs.kent.ac.uk\/change-academy\/2018\/07\/03\/still-no-instant-pudding-2\/","title":{"rendered":"Still no ‘instant pudding’"},"content":{"rendered":"

An earlier version of this was first posted on<\/em>\u00a03rd June 2013<\/a><\/em><\/strong><\/p>\n

When we consider change\u00a0in the workplace\u00a0we should “see things as a human system: people, the work that we do, the interactions we have with each other, the physical environment that we create and use. These<\/em><\/a><\/p>\n

\"Don't<\/a>
Don’t hope for the “quick mix – quick fix”<\/figcaption><\/figure>\n

are the routes to change<\/em><\/a>.”<\/p>\n

This is great because as humans we have the privilege of choice; we can be proactive and make things happen.<\/p>\n

The down side of this is that this situation is by its nature complex – other people might not feel the same as us and may put up barriers or counter-proposals.<\/p>\n

As a consequence, to make things change, we need to encourage people<\/strong> to change – or at least the people who have an impact on outcomes (note: trying to change people who <\/em>cannot<\/span><\/i> affect change is a sure-fire route to getting unpopular AND will fail to have impact in any event – so don’t make people the problem<\/em>).<\/p>\n

To encourage people to change we need to change their thinking,<\/strong> how they value people, how they understand why results occur, how systems work (or don’t work), how to distinguish between ups and downs, between real improvements and one-off blips in performance.<\/p>\n

Some people may have an epiphany and see new ways to operate, whilst other people may more gradually understand the need for a new perspective. Either way new thinking has to be embedded in our habits and ways of working and this usually takes practice<\/strong>.<\/p>\n

This is consistent with Herrero’s (2006) suggestion that new behaviours<\/em><\/strong> are needed FIRST<\/strong><\/em>\u00a0 to support proposed changes in processes and systems.<\/p>\n

Quoting his mentor Deming, Donald Wheeler tells us\u00a0 that “The [new] way of thinking – has to be cultivated. This will take both time and practice. There is no instant pudding<\/a>. There is no shortcut.”<\/p>\n

To effect change is to do it… and to keep doing it. To be the change … and sticking to it.<\/p>\n

As Wheeler says “There’s nothing to it but to do it.”<\/p>\n

Further Reading:<\/p>\n

Herrero, L. (2006) Viral Change<\/em>, meetingminds, UK.<\/p>\n

Wheeler D.J. (2000) Understanding Variation: the Key to Managing Chaos<\/em>, SPC Press, Knoxville, TE<\/p>\n","protected":false},"excerpt":{"rendered":"

An earlier version of this was first posted on\u00a03rd June 2013 When we consider change\u00a0in the workplace\u00a0we should “see things as a human system: people, the work that we do, the interactions we have with each other, the physical environment that we create and use. These are the routes to change.” This is great because … Continue reading Still no ‘instant pudding’<\/span> →<\/span><\/a><\/p>\n","protected":false},"author":2246,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[161682],"tags":[13891,25029],"_links":{"self":[{"href":"https:\/\/blogs.kent.ac.uk\/change-academy\/wp-json\/wp\/v2\/posts\/4894"}],"collection":[{"href":"https:\/\/blogs.kent.ac.uk\/change-academy\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blogs.kent.ac.uk\/change-academy\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blogs.kent.ac.uk\/change-academy\/wp-json\/wp\/v2\/users\/2246"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.kent.ac.uk\/change-academy\/wp-json\/wp\/v2\/comments?post=4894"}],"version-history":[{"count":1,"href":"https:\/\/blogs.kent.ac.uk\/change-academy\/wp-json\/wp\/v2\/posts\/4894\/revisions"}],"predecessor-version":[{"id":4895,"href":"https:\/\/blogs.kent.ac.uk\/change-academy\/wp-json\/wp\/v2\/posts\/4894\/revisions\/4895"}],"wp:attachment":[{"href":"https:\/\/blogs.kent.ac.uk\/change-academy\/wp-json\/wp\/v2\/media?parent=4894"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blogs.kent.ac.uk\/change-academy\/wp-json\/wp\/v2\/categories?post=4894"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blogs.kent.ac.uk\/change-academy\/wp-json\/wp\/v2\/tags?post=4894"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}