In the video clip above from Motion Leadership: The Skinny on Becoming Change Savvy, Michael Fullan discusses the importance of the next element of my change theory, Top Down, Bottom Up. Change needs to be derived from the top—the leadership—of any organization. The leaders are the visionaries and it is important for them to set change into motion. Top Down support of any change attempt is crucial, but getting “the whole system engaged” (Fullan, 2012) will be the decisive factor in its overall success or failure.
Fullan further supports the importance of involving and embracing employees when initiating change. In his book, The Six Secrets of Change, Fullan discusses his change theory. As a part of his first secret, (Fullan, 2008) “Love Your Employees” (p. 27), he explains, “It is helping all employees find meaning, increased skill development, and personal satisfaction in making contributions that simultaneously fulfill their goals and the goals of the organization” (p. 29; italics in original). By supporting employees in reaching their goals and aligning them with the organizations goals, success can be achieved by all.
The key to the the Top Down, Bottom Up element of my change theory is engagement of the entire system. The change concept may initiate at the top, while the results are driven from the bottom, but neither is successful without the other. The entire organization must work together, and at times must work with other external entities, to achieve successful change. This leads us to the next, very important element of successful change, Tell Everyone!
Fullan further supports the importance of involving and embracing employees when initiating change. In his book, The Six Secrets of Change, Fullan discusses his change theory. As a part of his first secret, (Fullan, 2008) “Love Your Employees” (p. 27), he explains, “It is helping all employees find meaning, increased skill development, and personal satisfaction in making contributions that simultaneously fulfill their goals and the goals of the organization” (p. 29; italics in original). By supporting employees in reaching their goals and aligning them with the organizations goals, success can be achieved by all.
The key to the the Top Down, Bottom Up element of my change theory is engagement of the entire system. The change concept may initiate at the top, while the results are driven from the bottom, but neither is successful without the other. The entire organization must work together, and at times must work with other external entities, to achieve successful change. This leads us to the next, very important element of successful change, Tell Everyone!