THE RESET CHANGECANVASPRACTICAL TOOL FOR MAKING STRATEGY IMPLEMENTATION AND ORGANIZATIONAL CHANGE FASTER AND EASIER

CASE GREENFIELD NCM-i.com

Cover image – Mehul Antani, Flickr CC

WHY Traditionally 70% of all strategy implementation and organizational

change initiatives – eg. a new business model – fail because traditional change methods do not take into account the irrational way employees

interpret their environment and choose to act – human biology

WHAT RESET Change enables the necessary transformation in change

management making strategy implementation and organizational change faster and easier

RESET Change is inspired by insights on how the human brain functions at the level of individuals, groups and whole systems

HOW The RESET Change Canvas is the practical tool for designing change

programs making strategy implementation faster and easier

Identify rational argumentsthat support old habits

Change the mindsetwith rational analysis

Cause massive actionwith rational analysis

Create new habitswith rational analysis

Identify emotionsthat support old habits

Change the mindsetby influencing emotion

Cause massive actionby influencing emotion

Create new habitsby influencing emotion

Identify the social orderthat supports old habits

Change the mindsetusing the social order

Cause massive actionusing the social order

Create new habitsusing the social order

Identify the environmentthat supports old habits

Change the mindsetby adapting the environment

Cause massive actionby adapting the environment

Create new habitsby adapting the environment

OLD HABITS MINDSET PHASE ACTION PHASE NEW HABITS PHASE

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E

S

E

T

EMOTION to MINDSET EMOTION to ACTION EMOTION to HABITS

SOCIAL to MINDSET SOCIAL to ACTION SOCIAL to HABITS

ENVIRONMENT to MINDSET ENVIRONMENT to ACTION ENVIRONMENT to HABITS

RATIO to MINDSET RATIO to ACTION RATIO to HABITS

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OLD RATIO

OLD EMOTION

OLD SOCIAL

OLD ENVIRONMENT

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DIMENSIONS PHASES HOW TO USE

RESET CHANGE CANVAS NCM-institute

RATIO → DirectionPeople need clarity. People want to understand what the direction and end point of the intended change are. And they want to understand what they are supposed to do. But Ratio alone does not lead to change. It takes more:

EMOTION → ConfidencePeople want the feeling of confidence, the certainty that they will be part of the future success. Unconscious emotional ‘arguments’ are stronger than the smartest analytical proof. Behaviors such as resistance, denying reality, or clinging to the past are unconsciously steered by feelings of hope and desire, uncertainty and fear.

SOCIAL → Critical MassBelonging, being part of a group is a strong driver for people. People need social proof of a group on the move. ‘Social contagion’ is determined more by how receptive people are in their mind and less by how enthusiastic you are as a leader.

ENVIRONMENT → EndurancePeople need confirming indications and a path that they can follow. These can be anywhere in the environment, eg. in the organizational structure, in systems and processes, working environment, rewards, the physical shape of an office building or even the location of the coffee vending machine.

TIMING → SpeedEvery once successful organization was good at something. Habits developed that lead to successful products and services. Unfortunately, in the mean time, the market has changed. Now, those old habits and routines block the development of new habits, so they must be abandoned. People change in four phases:1. Old Habits – Become aware of ineffective habits2. Mindset – Develop a new view of the world3. Action – Come to massive action for change4. New Habits – Train and learn to adopt new routines

1. OLD HABITS PHASEBecome aware of ineffective habitsMost people suffer of ‘change blindness’: we don’t register important changes, because we create our own image of reality. People need a wake-up call into the new reality, so that they can understand and experience, that old habits and routines have begun to lose their effectiveness. This creates an uncomfortable mixed feeling of fear to let go the old and desire to adopt the new: the mindset gap.

2. MINDSET PHASEDevelop a new view of the worldIn this phase you cross the mindset gap. A mindset is a set of personal convictions and beliefs about our world and what behaviors lead to success. People don’t change their mindset because of analysis that makes them think differently, but because of insights they get from a truth that is shown to them that changes their feelings. People then develop a new mindset, but don’t come into action yet: the action gap.

3. ACTION PHASECome to massive action for changeIn this phase you cross the action gap. Our thoughts, ideas, convictions, our social environment and triggers from our physical environment determine our actions. Only with a new mindset will people by themselves come to action for change. But out of uncertainty, they will remain suspicious and alert for long time. Social contagion and triggers from the environment enforce massive action, but behaviors do not yet stick: the habit gap.

4. NEW HABITS PHASETrain and learn to adopt new routinesIn this phase you cross the habit gap. New behavior will only stick when it has become a habit or routine. People and organizations can only deliver excellence, when the related activities have been practiced so often that they have become habits and routines. It takes a minimal amount of time to develop new brain circuits for the new skills and routines. Applying the right mix of ratio and emotion speeds up this process.

STEP 1 – DETERMINE THE PHASEDetermine in which of the four RESET Change phases your change program is: old habits phase, mindset phase, action phase or new habits phase. Involve your change leaders.

STEP 2 – DESIGN FOR DIRECTIONDesign the rational dimension for a clear understanding of the intended direction and end goal of the change. Use tools and interventions for this phase from the RESET Change Toolbox™ for eg. rational analysis, goal setting and strategy and for program and project planning.

STEP 3 – DESIGN FOR CONFIDENCEDesign the emotional dimension for a genuine feeling of confidence in the change. Use tools and interventions for this phase from the RESET Change Toolbox™ for eg. creating insights, diminishing fear, increasing courage and willpower.

STEP 4 – DESIGN FOR CRITICAL MASS Design the social dimension for social proof and social contagion to create critical mass for the change. Use tools and interventions for this phase from the RESET Change Toolbox™ for eg. influencing group think, encouraging teamwork and influencing group norms.

STEP 5 – DESIGN FOR ENDURANCEDesign the environmental dimension for confirming indications and a path to follow for endurance for the change. Use tools and interventions for this phase from the RESET Change Toolbox™ for eg. modifying the physical environment, structure, systems and incentives.

STEP 6 – IMPLEMENT THE PHASETrain your change leaders in the selected RESET Change tools and interventions and implement this phase of the change program. During implementation of this phase, already start designing the next phase (starting with step 1 above).

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CASE GREENFIELDCEO, NCM-INSTITUTE

AMSTERDAM, EUROPE

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