In the course of my organizational change research, I’m increasingly convinced that having a “change-able” culture will differentiate organizations in the future. This differentiation can positively impact the bottom line. Research abounds on the topics of well-being, motivation and more holistic views on change that embrace the emotional as well as logical components. I will share a few books I’ve read covering these topics. These are all worthwhile reads for BPM practitioners and will increase your ability to articulate the need to address the thorny organizational challenges to really drive improvement.
Well being, furthers the work of employee engagement, taking a more holistic view of individuals that make up an enterprise’s employee base. In Wellbeing: The Five Essential Elements (Rath/Harter, 2010), the authors provide the research and insights from a comprehensive study on wellbeing. Their research supports the premise that organizations who focus on employee wellbeing can show a positive impact to the bottom line.
Influencer (Patterson, Grenny, Switzler, McMillan, Maxfield, 2010) is an amazing book that is packed with insights, practical advice and examples. (It’s so good I almost don’t want to share it!) There are a plethora of useful techniques that can be directly designed into BPM projects to successfully influence change. From the website:
The key to successful influence lies in three powerful principles:
- Identify a handful of high-leverage behaviors that lead to rapid and profound change.
- Use personal and vicarious experience to change thoughts and actions.
- Marshall multiple sources of influence to make change inevitable.
In Switch (2010), the Heath brothers do an amazing job of explaining the emotional and logical components of change. They clearly lay out how these two elements play with and against each other. The insights can equip BPM practitioners with the ability to better design organizational change actions as part of their BPM project and program work. This is particularly helpful when applied to addressing the emotional fallout from political issues that can be triggered by BPM work. Great summary here.
Dealing with the “people” aspects of change is always challenge. Developing a cadre of these skills can be an asset to any BPM practitioner who wants to increase BPM project success and positively impact bottom line results.
What are you reading?
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