Mastering organizational change management: unveiling leadership mistakes with Michael Randel
Summary
What is the most difficult or frustrating about offering support to change management efforts, as a consultant?
What is one word most alive right now in the practice of change management support?
Is it that people are resistant to change; that they fear change - or rather than resisting change, people fear loss?
In this NGO Soul+Strategy podcast episode, I interview Michael Randel,
Founder and Leader of Randel Consulting Associates, on mastering organizational change management.
Michael's Bio:
Owner of Randel Consulting Associates
Formerly Change Consultant in the World Bank's Leadership and Organizational Effectiveness department
Worked for a Danish development agency in South-East Asia
OD Practitioner in South Africa
We discuss:
Michael worked as a young professional in the South African YMCA youth organization during South Africa’s apartheid struggles, which was a formative experience for him, and launched his career in change management
He consults on change management across the private, public and nonprofit as well as philanthropic sectors. What his clients have in common: a social purpose.
Early in his career, he discovered that we overestimate the power of rationality in change management; instead, emotion is a significant factor, and we also are not able to foresee all factors that will be at play in our change planning efforts
Michael uses a Gestalt approach in his work, among others: in this approach, the forces that energize change are faced with forces that resist change – and Lewin’s forcefield analysis is relevant. People tolerate the current state of affairs till it is no longer tolerable.
The Gestalt approach stipulates that we may need to intervene at the individual, team, unit organization or sector level (or a combination)
Michael appreciates Rick Maurer’s framework on resisting change, which emphasises 3 factors: ‘I don’t get it’; ‘I don’t like it’; and ‘I don’t like you’. Each requires its own response – and they should not be confused.
Quotes:
Eisenhower’s quote (paraphrased here) is relevant in change management: “Plans are useless, but the process of planning is useful”
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