Change Implementation: Learning The Napoleon Thinking In Implementing Change

Whenever an organization is engaged in implementing change, there is a part of group dynamics concerned. This isn't a new concept, though strategies for working with it have evolved. Recognition of this phenomena goes back at least as for as Napoleon, who divided soldiers ( generals in particular ) into three general groups that would need to be addressed in alternative ways.

The first major group is made of the people that are ready to get behind a new concept right away. These are the modern equal to early adopters. These are the innovative or adventurous types in a group who view new concepts with an unfettered mind. The second major group is composed of the people that are straight away against a new idea. These are considered to be the naysayers in a given group and are hard to move offof that position. The last and often biggest group is made of folk who are the middle grounders. In political parlance, these are members of the silent majority. They either lack an opinion or have taken a wait-and-see approach.

For those concerned in implementing change, these three groups require very different approaches. For the first group, the object is just to steer them into express action. In the best case eventuality, at least a few early adopters will be influential in the organization. This is the best case as the object with the second group is to achieve willing adoption or compliance and the best means of doing so is to get the early adopters to convert the middle grounders.

When it comes to the 3rd group and implementing change, the object is still compliance. This obedience to the change isnot achieved thru conversation or conversion, but most often thru sheer volume of acknowledgment by the middle grounders. No act of leadership or confrontation can bring this 3rd group into ready acknowledgment of the change. In point of fact, it will most likely lead to frustration and more confrontation.

What Napoleon recognized in the natures of his generals still holds true for the natures of men and ladies today. Successfully implementing change means approaching those basic natures in the best and least confrontational way possible.

For more information, please see our website: Change Implementation