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Much has been written about managing change in large organisations. Even when change programmes succeed they take far too long, and cost far too much. Large organisations simply find it very hard to change the way they do things internally. This is because real change is impossible without the full buy-in of least a majority of the staff members affected.

Put yourself in the position of an administrator that has become expert in a system over 10 years of daily usage.

Now try telling that person that the system will be thrown out in favour of a new system. That is of course a very threatening situation to someone whose feeling of worth at the organisation is based on their indispensable knowledge of the old system. The key is leadership, in its classical sense. Unfortunately its just this kind of leadership that large businesses are frequently very bad at.

How many examples of great leaders can you identify around you in your workplace? How many individuals can you identify that you would follow if your life depended on their leadership? A true leader has the respect of their team, and gives respect back.

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You should consider yourself fortunate if you can identify just one such person in your work environment, and sadly you would be extremely fortunate to work in a team with such a person in the lead role. But this is like me asking you: Perhaps what you really needed was an annual train pass, but I jumped right over that because I have no interest in trains, let alone public transport. But this is hard work. The best analysts have been in multiple roles, including operational roles, so that have have a deep understanding of a business area in terms of operations, support, technology, and business process.

These analysts are very rare. But inthings are no where near so simple. Instead we should eat some serious humble pie and try this: Ask the folks in the front lines themselves what needs to change, and critically, let them become the designers and leaders of change. Lead from behind by supporting them to get the changes they want by providing whatever they need — software, developers, analysts, trainers etc.

Turn the organisation chart upside down and respect and empower the front lines for that is where your organisation creates value.

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Critical to this approach is the concept of iterations — the build — measure — learn feedback loop. This means we change something preferably something smallmeasure its effect, and learn from that what to try next. Repeating this loop is the key. The iterations need to be as short as possible for this to be effective.

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One week iterations work well. Of course it takes time for front line workers to get into this way of thinking and longer for management! Front-line staff are great at coming up with small improvements, but they may not be in the best position to see opportunities for big step changes. The big changes may still need to come from IT leadership.

But importantly, if IT staff are constantly working with front-line staff to make the small changes they need, then IT gains an enormous amount of understanding of the business during this process, and a huge amount of mutual trust is created if this is executed well. Who are we Contact Us. Author A little something about you, the author. Nothing lengthy, just an overview.

Log in W3C Page. Turning the pyramid upside down Thursday, November 6, Further reading about these concepts:

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