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Influence Change – Impact the Bottom Line

by Elise Olding  |  April 20, 2011  |  3 Comments

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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Category: bpm-strategic-planning  gartner  organizational-change  

Tags: bpm  change-management  leading-change  organizational-change  process-improvement  

Elise Olding
Research Director
7 years at Gartner
32 years IT industry

Elise Olding is a Research Director covering the complex challenges of organizational change and business transformation from a people perspective. Her areas of focus include organizational change, communications strategies and emerging trends in employee engagement from a hands-on practitioner view. Ms. Olding provides research on a worldwide basis, advising clients on best practices to achieve sustainable change and business transformation. She is a member of Gartner's Business Process and Transformation team. Read Full Bio

Thoughts on Influence Change – Impact the Bottom Line

  1. […] BPM and Skills – Elise Olding Dealing with the “people” aspects of change is always challenge. […]

  2. Coleen Cloyd says:


    I love both of the books you mentioned. I also like the follow on book to Influencer, Change Anything. It goes along with the ADKAR model presented at the BPM conference, which advocates that change is individual based. Change Anything builds on the principles introduced in Influencer, plus they have built a web based social network based on the book, so learnings can be shared and people can get support in their change efforts.

  3. […] Some good resources are available in comments of the original article. Here are more from a post by the astute Elise Olding. If you like to be notified of future posts, subscribe to my RSS feed [click here]! Posted by […]

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