How important is the way you implement a major change effort? We surveyed more than 2,000 global executives to find out—and to learn from the best. A McKinsey & Company article.
|Scooped by Michael Petit|
This is an interesting article. It's hard to argue with the logic while at the same time it clearly misses the underlying problem around change and innovation.
There seems to be an assumption that innovation or change only takes place when someone at the top of the organisation thinks it should.
But research by Robert Burgelman identified two ways that innovation and therefore change occurs. Innovation and change can be induced from the top or can originate from within the organisation autonomously.
What Burgelman found was that there was an interesting relationship between the appetite for innovation or change at the top and the level of innovation or change generated from within the organisation where the more slack there was in an organisation the more autonomous innovation took place.
But he also found that when the top has more appetite for innovation and change than the organisation is delivering a number of management pet projects are initiated that are likely to result in failure.
He also found that when there is more innovation or change in the organisation than management has an appetite for there is often funding shortfalls where projects become orphans or misfits.
So assuming that there is a mismatch between management's appetite for innovation and change and the level of innovation and change being delivered the question needs to be asked why the imbalance exists.
If management's appetite is greater than the level innovation being delivered the question needs to be asked why more autonomous innovation and change isn't taking place?
If the organisation is delivering more innovation than management's appetite for innovation the question needs to be asked how the value of the innovation and change can best be captured for the benefit of the organisation and the innovators or change agents concerned rather than suppressing it or losing it to others