"Let employees tell their stories. ~ The energy needed to drive change comes through a sense of ownership over the answer."
This reminds me "slow is fast," from Theory U, popularized by Otto Scharmer. This thinking is not new to change strategy, but it can be difficult to those used to cascade implementations.
The power of story is very real when combined with honest questions, that is, if you ask the question, you are truely open to hearing and responding fully to the answers. ~ Deb
When people make their own decisions, they are more dedicated to what follows.
"Conventional approaches to change management urge leaders to set a vision and cascade it down the organization.
When people make their own decisions, they are more dedicated to what follows. The energy needed to drive change comes through a sense of ownership over the answer.
Instead of dictating how the organization will evolve, take a high-involvement approach. Describe the problem you are trying to solve and then ask others how they would address it.
During these discussions, roughly lay out your vision, but ask employees how they picture the change taking place. This takes time and effort of course. But the payoff is huge."
Source: Harvard Business Review and HBR.org (http:\\www.hbr.org).
Photo credit: by Jill Clardy