change – toward a new vision and attitude for st. eustatius' dr. miguel goede
TRANSCRIPT
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'Change – Toward A New Vision And Attitude For St. Eustatius'
Dr. Miguel Goede
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The objectives of this presentation
• To raise awareness on the process of change
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What will Statia look like in 2020?
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Some of the challenges facing St. Eustatius
• Climate change• Constitutional changes• Technological changes• Population development• Education
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“It always seems impossible until its done.”
President Obama
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Content
• What is change?• Resistance to change• Spectrum of change and why change• Formula for change• Hardware and software• Personal transition• Type of society and change
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What is change?
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• “Change is defined as the movement of a person, group or organization from a current, not desired and unsustainable situation to a future, desired and sustainable situation.”
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The Nature of Change
Time
ChangeChange
Change
ChangeChange
Change is a process, not an event
Where you want to be
Where you are today
– Break change down into discrete process elements
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• 70% of change is not successful.
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Resistance to change
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Resistance to change
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Spectrum of change and why change
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Change differs per domain
Public Domain Civil Society Private Market
Core Government Associations Global
Semi Government Foundations Captive Market
Figure 1: Classification of organizations
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Spectrum of change
• Continuous improvement• Start-overs or start ups
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Scale and Time
Scramble
Start Over
Reinvent
Improve
Low
High
Short LongTime
Com
ple
xity
Source: O’Neil E, Kimball B. Health Care’s Human Crisis: Nursing. (Princeton: Robert Wood Johnson Foundation, 2002)
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Life cycle
Figure 2: The S-curve and the second curve (Abraham and Knight, 2001; McNamee and McNamee, 1995)
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Formula for change
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Shared Vision LASTING
CHANGE
No Action
Supporting Structure
and Process
Need for Change
ManagementCommitment& Behavior
PeopleInvolvement
Performance Measures
No Direction
No Role Models
No Ownership
No SystemicSolutions
No Results
LASTINGCHANGE
Formula for lasting Change
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8 steps (Kotter)
Change = A< BCD
A = benefits of maintaining status quoB = pain of maintaining status quoC = vision of a different worldD = small steps to achieve the vision (O’Niel 2008)
The eight steps
1 Establishing a sense of urgency
2 Creating a guiding coalition
3 Developing a vision and a strategy
4 Communicating the change vision
5 Empowering broad-based action
6 Generating short-term wins
7 Consolidating gain and producing more change
8 Anchoring new approaches in the culture
Figure 8: The eight-stage process of creating major chang (Kotter 1996: 21)
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Burning platform
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Hardware and software
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Hardware and software
• Technical• Human/ personal
- Three stages Ending Neutral Zone/Transition New Beginning
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The Change Enablement Framework
Change Archtecture
CommunicationPerformance
ManagementCulture Capacity
Leadership Individual & Team
Capacity
FutureState
CurrentState
Lead
ing
DesigningRealizing
EndingExplorin
g
Beg
inni
ng
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Acceptance and leadership
R = TA
R = result of changeT = technologyA = acceptance by people
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Personal transistion
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Personal
•Doing•Thinking•Believing Doing
ThinkingBelieving
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The Valley of Despair
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Innovators & laggards
Figure 7: Individual responses to change of people in organizations going through transition statistacally respresented
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Search forSolutions
IdentityCrisis
Denial
BetrayalTIME
Group’s Approach to Change
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Type of society and change
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Spiral Dynamics
Colour Description
Beige Archaic, instinctive, survivalistic, automatic, reflexological“Express instinctively and automatically for biological survival.”
Purple Animistic, tribalistic, magical, animistic tribal order“Sacrifice self to the wishes of the elders and the ways of the ancestors to placate the spirits.”
Red Egocentric, exploitive power gods, dominionist“Express self impulsively and without guilt lest one suffers unbearable shame.”
Blue Absolutistic, obedience, mythic order, purposeful, authoritarian“Sacrifice self now to the one true way and obey rightful authority so as to deserve rewards later.”
Orange Multiplistic, achievist, scientific, strategic“Express self calculatedly to achieve what self desires, but so as not arouse the ire of others.”
Green Relativistic, personalistic, communitarian, egalitarian“Sacrifice self now, to obtain now, for self and others.”
Figure 9: Spiral Dynamics (Cowan & Todorovic 2000; Dinan 1999)
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• A number of adjustments to the framework for managing change can be identified.
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• In Curaçao and St. Eustatius, like the rest of the world, change has become constant. These changes are the consequence of external factors mentioned by Kotter (1996) and geopolitical developments like the constitutional changes, as well as developments in Venezuela, Colombia, Europe and the United States of America.
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• No distinction between small changes and big changes.
• There is no distinction between business matters and personal matters.
• Rivalry between social networks (clans, often organized around political parties)
• Limits the independence of actors and makes creating a shared vision very difficult and increases transaction costs.
• Media plays an important role.
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• Change is best dealt with in the private sector.• Change is most strongly resisted in the
governmental organizations.• Outside pressure, for example from the Dutch
government and IMF, are essential for implementing change.
• In NGOs there is no real drive for change.
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• There is a problem with starting a new life cycle, because signs of the need for change are ignored and much time is wasted in debate.
• Curaçao is stuck in the industrial age model of blueprint followed by implementation.- But what works is prototyping.- Bold and swift implementations.
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• The biggest adjustment to the framework must be made at the transition level.
• Ending is very hard because is it is often associated with the fear of losing one’s job. A job is an essential element in the strategy to survive in a society where jobs are scarce.
• Ending is a problem and in the Neutral Zone there is a tendency to reverse the change.
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• In Curaçao, the roles of innovators and laggards coincide with existing social networks. This implies that change often results in battles between networks.
• When applying the scale of Spiral Dynamics, Curaçao is a predominately a red society.
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The Netherlands Antilles
• In essence Curaçao and Bonaire react the same.
• The Windward Islands are more prone to action.
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Concluding remarks
• Adjustments are necessary due to the small scale of island society and the diversity of that society.
• Change is fiercely resisted.
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Q&A
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