Well, it’s a new year, and after a break from blogging over the holidays I’m back to it. The past couple of entries consist of a number of articles and thoughts that I have collected over the past little while. The blog has given me a place to finally have somewhere to post and publish to. However, don’t expect to find 2 – 3 new entries a week from here on in. I will try to make at least one interesting entry every 7 days or so.

I also managed to finish the latest book I was reading – Principle Centered Leadership by Stephen R. Covey

I would like to recognize and look at a section providing information what he calls “Stakeholder Information Systems” (Chapter 22, page 229)

This excerpt stood out for me because it defines a pretty basic and potentially valuable tool for gathering data and problem solving that can be applied to many situations. In this case, Stephen applies it to dealing more effectively with people and this is how he summarizes the process:

Classic problem solving process:

1. Gather data
2. Diagnose data
3. Select and prioritize your objectives
4. Create and analyze alternatives
5. Select one of them (make a decision)
6. Plan the action steps to carry out that decision
7. Implement the plan
8. Study the results against the objectives

(Then, back to step 1)

Stephen also suggests involving the people who provide the feedback in the action planning and problem solving.

Okay, back to my commentary…

The above model is very simplistic, but is a good framework. It can be applied to HR program implementations, system selections, course selections, and so on. It can also be applied to looking at the impact of change scenarios.

As more and more companies find change to be the norm these days, there is more of a need to use stakeholder impact assessments and involve people up front in change processes. Friction in managing change rarely results from missed processes or bungled policies, but rather from poor communication and inadequate people involvement.

More on change management later.