Who Killed Change?

One of the things I will start adding to my posts is interesting things I have been learning as I am reading books. Since I try to not have overly-wordy posts, they will probably be limited to one or two main things that stuck out to me.

Today I was listening to a Catalyst podcast that interviewed Rick Warren, pastor of Saddleback Church, who is an avid reader. He was recommending something like 25% of book reading should be from Christian classics or non-modern reading (I think he said a specific date but I don’t recall exactly).

That is definitely something I need to improve on, because I have a very hard time reading through older literature. I am currently reading J Oswald Chambers My Utmost for His Highest, which is a good devotional book. But, to be honest, I’m not really a devotional book kind of person. I am a very nuts and bolts practical down to earth person. But I make myself read devotional books anyway because they ask challenging questions I need to think about!

What I really love to read are very practical, how-to books. So I really enjoyed reading Who Killed Change? by Ken Blanchard, John Britt, Judd Hoekstra and Pat Zigarmi.

I like change. I get bored easily and think of lots of ideas of different ways of doing things. However, not everyone likes change. So in my ministry lifetime I have had my share of complaints from people unhappy with changes.

This book is very clever, as it talks about change by making it into a mystery to figure out who the murder suspect is. Along the way, Victoria Vision, Caroline Culture, Perry Plan, and others are interviewed. There is even a fascinating organizational chart that shows the relationship between the different elements of change. (I guess it’s fascinating to me because I like charts, graphs and visual diagrams showing how things link together. It’s probably not so fascinating to other people, I guess.)

The main takeaway for me was the need to get people more involved in the process. In some teams I do a great job at this, in other areas, dismal. it is hard for people to develop ownership of change if they are not involved in the process. To me, that’s just a big “duh!” in that it’s obvious I should do this, but sometimes I blow it and don’t! It’s hard to do at times just because I am juggling so many things that sometimes I forget who I told what! Perhaps another post I should write at some time is “How to avoid leadership failures due to bad memory…

The other thought I am pondering is the concept of incentives. People need to receive incentives from the change… quick positive “wins” to give positive feelings about the change. Hmmm… lots to think about…

A Yee

Angela Yee is a professional designer (graphic design, stage design, interior design — angelayeedesign.com) and teaches leadership skills at strategysketchnotes.com.

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  1. Kristin - June 1, 2010

    I’m impressed that you like My Utmost for His Highest…Nathan and I just finished it, and we didn’t enjoy it so much. I know that it’s a classic, but it is so abstract and convoluted. He would have sentences that were full paragraphs and others that weren’t technically even sentences. Maybe it’s the English major in me, but I found it difficult to follow and apply. It seemed more like ramblings than something meant to be shared with others (and maybe it was…wasn’t it published from his notes after he died?).

  2. Angela Yee - June 1, 2010

    Well actually I can’t say I love it, but it speaks to me where I’m at right now. I agree it’s totally random and wandering but I just try to figure out one main sentence that speaks to me and that’s what I think about. But you are right! 🙂

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