cameron and green making-sense-of-change-management

Cultural changeValue: learningBehaviours:• Being proactive in professional and personal development.• Sharing learning and supporting the development of other players.• Going outside the ‘comfort-zone’, challenging the status quo, andlearning from mistakes.The processThe organization devised a three-stage process to move from this definitionof six core values to a position of full involvement with the newstrategy. The three stages were awareness, adoption and advocacy (seeFigure 7.5), with only the first stage planned in detail. The second andthird stages were give a broad brush plan, but awaited the results of thefirst stage to enable sensible planning.AwarenessUnderstanding the values,understanding the reasonsfor change and hearing thecommitment of the topteam.AdoptionUsing behaviours thatdemonstrate the values,rewarding those whodemonstrate values,hearing of success stories.AdvocacyBeing a champion of thevalues and behaviours.Recommending them toothers. Part of the waythings are done round here.Figure 7.5Financial service quadrantsThe awareness stage involved three main activities:• A video was circulated to all managers, which identified the values inan exciting way.• Senior managers were asked to introduce the values at any businessmeetings they were already running within a six-month period (specialmeetings were not held, and HR people did not run the process alone).279