Comments on: When the value of change can’t be measured https://www.enclaria.com/2011/02/23/when-the-value-of-change-cant-be-measured/ Equipping individuals and teams to influence organizational change Thu, 17 Mar 2011 00:29:01 +0000 hourly 1 https://wordpress.org/?v=6.5.2 By: Brian Buck https://www.enclaria.com/2011/02/23/when-the-value-of-change-cant-be-measured/comment-page-1/#comment-650 Tue, 01 Mar 2011 22:01:43 +0000 http://www.enclaria.com/?p=4414#comment-650 Great advice to your OD contact.

I would add the importance of understanding why the change is being done and reporting that. It may not have a financial impact but the improvement may generate less (or ZERO) customer complaints. The change may be due to customer requests. Without understanding the outcome of a change, the OD person’s effort may just seem like activities instead of results. Being able to communicate WHY will help even if it isn’t directly quantifiable.

Then again, the culture might have ideacide. See point 5 on http://www.openforum.com/idea-hub/topics/the-world/article/ideacide-aka-14-ways-to-kill-creativity-matthew-e-may

]]> By: Martin Fenwick https://www.enclaria.com/2011/02/23/when-the-value-of-change-cant-be-measured/comment-page-1/#comment-649 Wed, 23 Feb 2011 17:55:40 +0000 http://www.enclaria.com/?p=4414#comment-649 Good piece heather. Organisations that only measure financial numbers are missing key information on the levers that lead to financials. I’ve found that getting clients to look at measures using the ‘Z’ theory balanced scorecard approach opens up the thinking that there are results that lead to their ultimate result. If they set change KPIs that way they may gravitate to that approach in the rest of the business.
The other thing I find with people measures is that you have to accept a lot of subjective input to qualitative measures e.g surveys that ask people to rate things have built in subjectivity that a lot if people don’t like (engineers, accountants) but they do deliver insight.

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