Check out Robert F. Allen's _Organizational Unconscious_ for a collaborative development of a norm census map. Norms are the rules for mostly unconscious behavior in groups....defining these "norms" consciously can be done via either an instrument (questionnaire) or by group process in which the principal norms are identified by measured agreement. Once the normative map is defined. People can identify the norms they want to change and design, together and collaboratively, a process for changing these norms consciously over time. Defining the norms and designing a process for installing new norms is the beginning of shared power---this can only happen with the full understanding of top management, who will/may latter undermine the process if they're not aware of what this change will mean for them personally (they will lose one kind of power, but can gain another). This is the biggest mistake and why most change projects fail---top management pulls the plug because they didn't really understand what the change would mean for them as individuals!!
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