ABIDE model, an exercise: Identities



An excerpt from Joseph Pelrine training material about Identities: are the roles and the responsibilities. By changing someone's role and identity you change the identity of the team.
A human can have many identities and exist in multiple socially complex systems simultaneously, and the context will determine which identity dominates.
 

 


An identity, as I understood, can be a responsibility assigned to some team member, a role in the organization assigned to someone, or simply an already existing identity (personal, professional, ...).



In a system is possible to add or remove or change a responsibility, assign a role,  reinforce or weaken values principles and responsibilities expected for and existing identity.


Here follows the list of patterns (from the Fearless Change book of Linda Rising) as I've classified them as Barriers doing the exercise, do you agree, do you have comments, would you classify them differently ?




Time to time was not easy to me to choose between identity/role or environment or an attractor. I.e. an identity/role can be an attractor or can create dissent. So what to chose in that case?   Anyway I tried to choose the principal factor.





Group Identity
Give the change effort an identity to help people recognize that it exists.
It’s harder to introduce a new idea when people aren’t aware that the effort exists.
Give the change effort an identity.
The system is the group of people involved in the change effort. The Identity that is changed here is the one of the group adding the new responsibility to the change effort.



Dedicated Champion
To increase your effectiveness in introducing your new idea, make a case for having the work part of your job description.
Effectively introducing a new idea into any organization is too much work for a volunteer.
Make a case for including the change initiative as part of your job description.
The system is people in your team, department, organization. The Identity that is changed here adding the new responsibility to the job description.


 
Personal Touch
To convince people of the value in a new idea, show how it can be personally useful and valuable to them.
Presentations and training will arouse curiosity and some interest in the new idea, but you must do more – the old habits of most individuals will not die without effort.
Talk with individuals about the ways in which the new idea can be personally useful and valuable to them.
The system is people involved in the change effort. The Identity that is reinforced here is the one of people involved in the change effort, making visible the link between the change and their own identity.



 
 

See all the other parts of this exercise:  ABIDE model, an exercise  





Tags :   |  |  |  |  |

Print | posted @ Monday, August 8, 2011 6:00 PM

Comments have been closed on this topic.