This book (Learning Strategic Change, Cambridge University Press, 2008) by Flamholtz and Randle, among others, provides great insight into what it requires to make changes and what drives us and corporations to make changes.
As an individual interested in promoting both personal and corporate cultural change with regards to wellness as something to be invested in, I found this book very telling and encouraging as I seek to legitimize the role I want to play in promoting health and wellness cultural changes.
As far as drivers for change that the authors identify, I can see wellness falling under the guises of "getting closer to the customer" and "improving overall organizational effectiveness"- two of the three main objectives for organizational change they identified. I believe it is the climate of our society, more savvy to the impact of health on our progress as a whole, that has the potential to take our potential for performance and productivity to another level entirely.
Promisingly, the case studies Flamholtz and Randle used indicated an understanding from management that change required both time and resources to be effective and lasting, highlighting the following lessons to ensure productive and positive achievement of change goals:
1. Successful change typically requires more than one "leader." This could include people to "sponsor", "bless" and "execute" the initiatives required.
2. Management systems and corporate culture are key levers in the change process- particularly when the magnitude of change is transformational.
3. Find ways- through symbols (including the language used)- to communicate and reinforce the change.
4. Communicate, communicate, communicate!
5. Don't be afraid to ask for help.
6. Change requires resources.
7. To the greatest extent possible, involve those who will be affected by it in planning for and implementing the change.
8. Change requires a total commitment by its leaders- they can't give up.
And neither should you!!
Whether you are an individual human or corporate entity these principles and lessons hold true for making changes. We are designed to learn, grow and evolve- or suffer the consequences of living below our true abilities and potentials.
In both the corporate and individual settings this means existing with a lack of connection to your community, internally and externally. Choose to be engaged in change and build a system for success by investing in your health and wellness and ensure a different level of commitment and participation in whatever changes you are planning to make for your continued growth and evolution.