An ancient oriental proverb states:
He who knows not, and knows not that he knows not, is a fool – shun him, (= Unconsciously Ineffective)
He who knows not, and knows that he knows not is ignorant – teach him, (= Consciously Ineffective)
He who knows, and knows not that he knows, is asleep – wake him, (= Unconsciously Effective)
But he who knows, and knows that he knows, is a wise man – follow him. (= Consciously Effective)
These four stages of ineffectiveness / effectiveness are illustrated in the above diagram. Firstly the Team Lead must recognise that some team members have become DFH (Dumb, Fat & Happy) and that intervention is required. There is then a risk that people will choose to move into the Sulk Corner. Implementation steps are about keeping instructions clear, concise, consistent and simple (change a few key things first). Transformational change is the point where you realise that it requires significant effort to return to previous ways of working. Practice is the best way to move from this state. This means that the new behaviours are self-sustaining.
Modern thinking is that the desired state is to be unconciously effective but look out for complacency as people become less effective in performing stale processes. Processes are like ice they melt away over time so ensure that process outcomes are reviewed at least every quarter. Feedback and benchmarking will provide a good quality of metrics to help the organisation, team or individual to diagnose where improvement is required.
Overcoming Resistance To Change
[youtube http://youtu.be/hcz1aZ60k7w]
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