Book Review: ‘Who killed change?’
 

‘Who killed change?’ is a book of humor and game plan. While the book shows a murder case, it has remarkable insights about how; Culture, Commitment, Sponsorship, Change Leadership Team, Communication, Urgency, Vision, Plan, Budget, Trainer, Incentive, Performance Management and Accountability are all interconnected in the murder of Change.

The book begins with the scene of Agent Mike McNally’s sedan pulled in front of ACME Organization to investigate his third homicide case for the month- yet still with the last name Change.
Agent McNally told his assistant, Anne, to arrange appointments for him to meet all his primary suspects, each interview lasting for approximately 45 minutes.

The primary suspects were:

1. Culture- defines the predominant attitudes and behavior patterns that characterize ACME Organization.
2. Commitment- builds a person’s motivation and confidence to engage in the new behaviors required by the Change.
3. Sponsorship- senior leader who has the formal authority to deploy resources towards the initiation, implementation and sustainability of the Change.
4. Change Leadership Team- actively leads the Change into the organization by speaking with one voice and resolving the concerns of those being asked to change.
5. Communication- creates opportunities for dialogue with change leaders and those being asked to change.
6. Urgency- explains why the Change is needed and how quickly people must change the way they work.
7. Vision- paints a clear and compelling picture of the future after Change has been integrated successfully.
8. Plan- clarifies the priority of the Change relative to other initiatives and responsibilities; works with those being asked to change to develop a detailed and realistic implementation plan.
9. Budget- analyzes proposed Changes from the financial perspective to determine how best to allocate limited resources and ensure a healthy return on investment.
10. Trainer- provides learning experiences to ensure those being asked to change have the skills needed to follow through with the Change and succeed in the future organization.
11. Incentive- recognizes and/or rewards people to reinforce desired behaviors and results that enable Change.
12. Performance Management- tracks progress towards the goals and expectations that enable Change. Provides feedback and formally documents actual results versus desired results.
13. Accountability- follows through with people to ensure their behaviors and results are in line with agreed upon goals and expectations and that leaders are walking the talk, and institutes consequences when behaviors or results are inconsistent with those that enable Change.

Read how each one of those values failed to perform its functions successfully and became responsible for the murder of Change.

Book available at: Borders, Qurum City Centre
Price: R.O. 19.700