Conversations are the source of change.
Storytelling shapes the future. Every great change has a great story.
People move towards their vision of the future.
Create a sense of urgency around change.
Change moves with positivity. Negativity may ground change.
Agents of Change
People emerge who push a change forward.
Resistance to Change
People emerge who will resist change.
Change is communicated and socialized.
Organizational changes require cooperation, acceptance and social momentum.
Needless secrecy is avoided.
There may be many transitional states required to achieve a future vision.
If it can be measured, it can be improved.
Compare results to evaluate change.
Build on what is already working.
Disagree and Commit
There is a time for debating change and a time for everyone to commit to a plan.
The plan changes with time as you move forward.
Avoid making assumptions too early in a change.
Last Responsible Moment
Make decisions when they really need to be made.
Worse is Better
Adding more to a change can reduce its value.
Keep it Simple
Complexity for the sake of complexity is waste.
Minimalism for the sake of minimalism is waste. Complexity often adds value.
There’s More Than One Way to Do It
There is no perfect plan, just many good plans.
Design prototypes and experiments that fail quickly, cheaply and safely.
Minimum Viable Product
Get changes out in the real world quickly.
Avoid perfectionism, 80% of value may come from the first 20% of effort.
Change is structured into small parts that can be quickly completed.
Trough Of Sorrow
Change begins in excitement and progresses towards disillusionment before bouncing back towards excitement as it gains traction and successes.