Whole Scale also enables a 'çritical' mass of the organization to create a new culture in the moment. The same critical mass then models what the organization can look like and becomes the vehicle by which powerful change occurs in the whole system.
Core beliefs and Values
The core beliefs and values that underlie our approach are:
• Creating empowerment and participation
We believe in engaging the entire organization in ways that lead to ownership of and commitment to a shared purpose and future direction. Microcosms of the entire organization are used in all aspects of our approach including event planning, organization alignment and implementation
• Creating community
We believe that when you foster an environment where employees can come together, they can create and believe in something larger than themselves. Our methods create processes where that can take place. The use of 'max-mix' tables at Whole Scale events, for instance, brings voices from across the organization into conversation in a way that builds a sense of community.
• Using reality as a key driver
We believe the change process must keep a continual focus on the simultaneous and sometimes conflicting realities that exist in the internal and external environments of the organization. In Whole Scale meetings, the content is driven by the needs of participants in real work rather than by simulations.
• Building and maintaining a common database
'We believe that 'a level playing field' of information and common understanding of the strategic issues informs the discretion of people at all levels so that they can make wise decisions, individually and collectively. By sharing perspectives, all people in the organization gain a more complete and consistent perspective.
• Creating a shared preferred future
We believe creating a collective 'image of potential' for the future forms the basis for action today: People will only support what they have been part of creating.
• Creating change in real time
We believe in simultaneous planning and implementation of individual, group and organizational changes around strategy, culture and work processes.
• Practicing Action Research
We believe that only through continuous re-examination throughout the process can we adjust our approach to ensure reaching our vision of success.
• Transferring learning
We have a strong value for creating self-sufficiency and against creating dependency on us in our client systems. Our goal for the completion of each project is that participants will make our methods their own so they would be confident and capable of carrying on with or without us.
When to use it
Whole Scale works well to facilitate all kinds of change processes, including strategic planning, organization design, mergers and acquisitions, quality management, reengineering, training, diversity and culture change.
It works well in both the public and private sectors, is amenable to groups ranging in size from ten to several thousand, and can engage people from the top of the hierarchy down through the front line staff. Organizations most likely to consider a Whole Scale™ intervention are those (1) that want to engage everyone or nearly everyone in creating their organizations processes and structures and (2) those with a sense of urgency brought on by a challenging and quickly changing environment. Whole Scale processes effectively facilitate rapid, system wide change under many different circumstances, and in a wide variety of countries, cultures and organizations.
Whole Scale includes robust processes that quickly change client systems and prepare them for further substantive change by:
• Clarifying and connecting multiple current realities
• Uniting multiple yearnings around a common picture of the future
• Reaching agreement on the action plans that move them toward that future
• Building the processes, structures and relationships that keep the organization moving forward
• Aligning the organization leaders and employees so that they can implement the changes together
• Once the organization experiences the paradigm shift, people see the world differently
• They are ready to take the actions that will begin to transform their shared vision into their shared reality
How it works
The Event Planning Team and consultants develop the design for a Whole Scale event using the formula for change. This formula, D x V x F > R, says that if an organization wants to bring about system-wide change, they will need to work with a critical mass of the organization to uncover and combine their Dissatisfaction (D) with things as they are. Then the next step will be to uncover and combine the yearnings for the organization they truly want to be, their combined Vision of the future (V). If real change is going to happen, the third design element needs to be First steps (F); a combined picture of things people can do differently that all of them believe are the right ones to achieve their vision. Simple math suggests that if any of the left-hand elements in the formula are missing, the product will be zero, and the change effort will not be able overcome Resistance (R) People will resist change if they don't have Dissatisfaction, Vision and agreed upon First steps to reach that vision. The DVF formula describes what an organization needs to do to enable a paradigm shift. If the organization can uncover and combine all three elements, everyone will shift into a new 'world view'. At this point, neither individuals nor whole groups can comfortably keep doing what they were doing. Change has already begun.
Clients help decide which element to address first, but they need to address all three elements eventually if they want to achieve sustainable change. The resistance to change that is inevitably present is a resource. It tells consultants and leaders what they need to know and where the points of leverage exist that will enable them to facilitate real change.
Cost effectiveness
Whole Scale is cost effective because it enables an organizational paradigm shift to occur, and this shift produces fast results. When people fully understand the speed with which the world is shifting, they yearn to change their organization with the same urgency. Rapid Whole Scale™ Change costs less than traditional top-down cascade methods.
Researched by: Vina Almeda
http://www.wholescalechange.com/methodology.html
Reflection
Whole Scale Change was born in 1981 when Ford Motor Company, seeking to move its management culture from a 'command and control' to a more participative style, brought in Dannemiller Tyson Associates to design and facilitate the change. This method has been used to help organizations and its members combine and focus their power, wisdom and heart to create successful, sustainable organizations and communities. This process is a fast pace process of having a change of culture, image, and the like in the organization. In our society right now, time management is important that’s why this method is helpful to organizations who want to have quick quality change. This paradigm shift is a strategic alignment to shape the members’ perspective and commitment to achieve a common vision. This helps the organization be a “whole” or have a shared future.
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