We must modernize our practice for the development and change of people, systems, businesses and organizations. Do it yourself? Or, feel the 10 reliefs when doing it together?
From analysis we learned we are in the midst of a period where the practices for the developments and change of people, systems and organizations undergo a paradigm-shift. For professionals fulfilling a wide spectrum of roles: from innovator, developer and architect to manager of business, system and organization; from coach, consultant and trainer to researcher, moving beyond this disruption is all what matters, since when you know what’s on the other side you can guide and direct your businesses and clients more clearly, decisively and swiftly towards it.
However, many obstacles are in the way while making this paradigm-shift. Then it is good to know that you can setup a program that decimates or even completely removes many of these obstacles. Such a program is a relief for professionals who want to make this revolutionary shift in servicing their businesses and clients while they also want progress to be manageable and fundamental. In short, progress must be evolutionary.
In fact, such a program is a multiple relief when you take following principles into account:
Outcome – Relief 1: Move beyond the Change Management Disruption
We find ourselves servicing beyond the Change Management Disruption in clarity and confidence, since we know what’s at stake for the people, systems and organizations we work with. Period.
For example, considering the four styles of change management, a practice development initiative is being setup that aligns on the management style of Real Change. The intent is to shift away from and complement with practices that solely align on classic Ideal Constancy types of approaches.
According the Real Change Manifesto, the management style of ‘Real Change’ shows the mindset we adopt when we want to understand and instigate changes that are happening inevitably, immanently and presently. These changes occur in people, in organizations and in systems, no matter what. They are natural and real. Real change is about how organisms change. How they grow, adapt, reproduce, evolve. Real Change is successful on large scales with long time frames and conditions that are sizeable, complex, dynamic, varied and need swift response.
Method – Relief 2: Have access to a unique, conclusive and comprehensive method for guidance towards and guidance in the new change era.
We have a method to rely on. It is both practically relevant and theoretically rigorous. Such a method may not exist right now in its full extent but what we do have right now is the trustworthy perspective we can develop such a method.
For example, the practice development initiative mentioned earlier builds on and continues to develop the method of Polarism. Polarism is the method that makes things arise. With it you can understand and instigate the creations of Real Change phenomena. The Polarism discipline includes the mindset, toolset and skillset to do so.
Polarism supports the paradigm-shift by having you explore the polar realm of thought in addition to the more common linear realm of thought.
Expertise – Relief 3: We harvest, develop, explicit and share expertise on cases, so we can co-create and learn from our development and change challenges.
We follow a dedicated approach that makes co-creation and collaboration possible. Such approach is straightforward, so all attention can go to the cases we develop and the method we apply.
For example, the practice development initiative aligns on harvesting, developing, explicating and sharing Smart Insights. Any expertise builds on insights. They make all the difference in answering questions, solving problems, attaining goals and establishing relationships. These insights are smart because they base on Polarism. Polarism makes you can acquire the insights productively.
The Smart Insights approach supports the paradigm-shift by progressing professionals through it gradually and steadily, Smart Insight by Smart Insight.
Community – Relief 4: We participate in and contribute to a community of professionals that all have interest in guiding people and businesses towards and in the new change era.
We are all experts in our professions, each in its own subdomain and each according to his own progress in development. So, we are all peers. At the same time, we recognize that we will progress more quickly when we work together. So, we commune.
For example, the development of an online and offline community is key within the practice development initiative. The community organizes around the aim to have professionals enhance their practices to guide people and businesses through and beyond the Change Management Disruption.
A community also support the paradigm-shift, since the new change era builds on network platforms for cooperation and co-creation.
Knowledge base – Relief 5: Have an expanding knowledge base progressing collectively and objectively you can trustworthy rely on while developing your cases.
There are two sides to knowledge. Its harvesting and rigorous developments on one side and its relevant use on the other side. Our knowledge base develops with feedback from both sides and thus reflects on both innovative ideas as well as practical cases in our practice.
For example, in the practice development initiative the knowledge base develops on separate concepts and tools, i.e. on theories as wells as practices. Since they are shared both for practice and science, the concepts and tools develop collectively and objectively.
The paradigm-shift is helped by this because it shows the Change Management Disruption is not just an opinion, but a proven fact. The same applies to the strategies to move beyond it. These strategies are similarly grounded.
Journey – Relief 6: Service professional development journeys at peoples own place and pace.
Each of us can consume the new ideas, concepts, methods, tools, theories and practices in accordance with its own desires, needs and circumstances.
For example, the practice development initiative contains courses, trainings and other knowledge products. It delivers them primarily by using online platforms and other online means. They organize in plateaus and reflect the journey towards becoming increasingly capable in understanding and instigating Real Change phenomena by applying Polarism. This is a guided journey. Everyone can step in at the first plateau and proceed to next ones at own pace. The plateaus themselves develop at the pace of the community so we jointly make the journey towards the new era of change.
Practice – Relief 7: Enhance existing practices, do not replace them.
We must be assured that investments and developments that have been made earlier in our practice are not thrown away because we have to learn something that replaces everything. We’ve had previous successes. When conditions are optimal for existing practices why abandon them?
For example, the practice development initiative recognizes the circumstances under which existing practices are successful. It does this to align new practices on a management style what was concealed for long. The Real Change management style. No practices have been developed for that style yet. This while, considering the Change Management Disruption, the importance of this Real Change management style increases. The practices the program focusses on are for challenges that become increasingly more sizable, complex, dynamic, varied and where responses need to be quick. Existing practices might remain right for oppositely marked challenges.
Investment – Relief 8: Make reasonable investments that pay back many times.
We earn back our investments of time and money. Moreover, the practices, methods, tools and theories we invest in must ultimately leverage the earnings of the people and businesses we service. Value creation for all parties involved in the value chain is key.
For example, the practice development initiative works with the principle: “contribute small, gain all”. When participating the program, everything the community produces is yours while investments in time, like with contributions of comments, and money, like with training fees, are economical. To support this principle each participant of the program gets access to all expertise for free even for commercial usage, although reselling the program knowledge products and services is not allowed. You only must pay for servicing it, like for the development of a training and for the online delivery platform. This makes that every professional can participate the program because the charges are within regular education budgets.
Purpose – Relief 9: Share a same vision and mission and organize around it.
Have a clear vision and mission for the professionals that participate in the program including the people and businesses they service.
For example, the practice development initiative goes a step further then just offering guidance to move people and organizations through and beyond the Change Management Disruption. Its vision and mission include supporting professionals in their Real Change endeavors, so they can help people and businesses move away from systems and organizations that outpace humanity and move towards systems and organizations for live and the living. It clearly speaks about purpose and direction and thus it is not a community for everyone.
Business – Relief 10: Have a practice to build a business on.
We harvest on the opportunity to organize the way how we service people and businesses differently in the new change era then it is organized traditionally.
For example, the practice development initiative includes in prominent plateaus explorations how, beyond the Change Management Disruption, new business models arise. New kinds of revenue streams become possible in the new change era, also for participants of the program.
Considering these 10 Practice Modernizing Reliefs, there are four options to proceed on.
✓ Do Nothing.
Just ignore or neglect our practices for the development and change of people, systems and organizations are in transition. Continue on as you’ve done as always. Depending on your situation this is a valid option. No further opinion.
✓ Do It Yourself
You can setup a program yourself. This can be done. It is also most commonly done in internal and external expert agencies. Have experts develop such a program in their spare time a few hours per week and you’re good to go. Which is a common misconception followed by many. Considering the amount of time and effort a good method, knowledge base and community needs, these agencies do not experience several reliefs of the afore mentioned list. Let alone they can act upon a tremendous change as the Change Management Disruption.
✓ Do It For You
You can ask some agency to setup a program for you. Surely any agency will gladly help you in such an endeavor. Learn at the expense of a client is a common practice. However, check out the reliefs you will not experience from the afore mentioned list!
✓ Do It Together
We can do it together. This is exactly what the practice development initiative offers you to do. Joining that program makes you experience all 10 reliefs.
The program is Your Smart Insights Program. The program is for professionals in the development and change of people, businesses, systems, and organizations. It is open for all roles, genders, ages, and nationalities. It is for experts who respect open discussions, exchange of thoughts and personal progressive developments.
At the moment of this writing the program is starting up. To manage the influx, you can enroll in it by invitation only. For requesting your invitation to Your Smart Insights Program, click here to go to the invitation page.
Progress on insights,