CHAPTER 19 Implementation Flashcards
What is the primary focus of implementation in consulting?
The focus is on translating analysis and recommendations into concrete actions.
Why is implementation often seen as a frustrating process?
Because it results in little change despite thorough planning and analysis.
What two aspects of implementation do consultants need to address?
- Technical work using expertise
- Building support for the change
What does the term ‘engagement’ refer to in the context of implementation?
The means of bringing people together to create and plan how to make something work.
True or False: Executive decisiveness guarantees that decisions will be acted upon.
False
What is a common misconception about the role of management in change?
That the leader’s vision alone is sufficient for change to occur.
List three steps involved in traditional installation-style implementation.
- Articulate a vision
- Set standards for what is expected
- Define measures for the change
What is the danger of treating vision statements as permanent and unchanging?
It takes the life out of the vision and discourages ongoing dialogue and adaptation.
What is the difference between setting high expectations and setting standards?
High expectations express faith and support, while standards often stem from doubt and coercion.
Fill in the blank: The belief that people need an outside agent to motivate them is a _______.
[fear-based strategy]
What does the author suggest is a common failure of standard-setting?
It creates compliance rather than accountability.
What is the role of measurement in the context of implementation?
Measurement is necessary but should not dominate the implementation process.
What should be prioritized over planning changes for others?
Focusing on the gifts and capacities of people in the room.
What is the misconception about fixing people in the context of consulting?
That consultants should change the behavior of others rather than empower them.
What can happen when consultants align too closely with management’s view?
They may reinforce the belief that employees need to change while managers do not.
True or False: Engagement should be seen as a product of implementation.
False
What is a common attitude towards measurement that can interfere with implementation?
Viewing measurement as a god that must be central to the implementation process.
What does the author mean by ‘transformation by lamination’?
The idea that simply creating and displaying a vision will lead to real change.
What is the significance of creating a vision collectively?
It fosters ownership and relevance among all members of the organization.
Fill in the blank: The focus on standards often leads to more _______ and less flexibility.
[bureaucracy]
What is a key reason managers understand their limitations better than consultants?
Managers face the reality that decisions often do not lead to action.
Why is measurement important in organizations?
Measurement is essential for assessing quantitative elements of work, such as economic viability, product quality, and customer service.
Common accounting practices are an example of legitimate measurement needs.
What is a potential issue with measuring human or qualitative dimensions of work?
Every measurement leaves more untested than it covers, and can create a narrow view of the human condition.
The belief that people will only do what they are measured against is a cynical perspective.
What negative effect can arise from separating evaluators from workers?
It can create alienation between the doers and the quality assessment, diluting the value of measurement.
Historical quality control practices often exemplified this separation.
What lesson can be learned from the quality movement regarding measurement?
Measurement tools should be under the control of those doing the work and kept in perspective as one part of making change.
Much of what matters in organizations cannot be measured.
True or False: The argument presented is against vision, standards, or measurement.
False. The argument is not against these elements but highlights their misuse as coercive instruments of control.
What are the limitations of trying harder, pressuring, and persuading in social systems?
They have limited impact on changing a social system and can provoke an immune response within the system.
Social systems are living systems that resist linear or mechanical approaches.
What does engagement represent in the context of organizational change?
Engagement is a powerful force that should be valued beyond just a concept or intention.
Movements like total quality and teamwork are steps towards fostering engagement.
Fill in the blank: The belief that if we cannot measure something it does not exist treats the human system as if it were a _______.
[mechanical one]
What are some strategies that management often incorrectly relies on?
Definitions, inducements, measures, and standards.
These tools can reinforce a bureaucratic mindset, counterproductive to engagement.
What is the impact of coercive instruments of control on organizational change?
They do not result in genuine change and can lead to further attempts to enforce compliance rather than fostering engagement.
What is the focus of the next chapter mentioned in the text?
The focus is on engagement in the implementation process with concrete examples for involving people effectively.
