It is not always clear what is meant when I say that I am a “positive change” management specialist, that I work with organisations as a catalyst to move from a deficit culture or leadership style to a positive culture or leadership style.

The two main ways I explain what the difference between the traditional change management approach and #ThePositive change management approach is to explain the performance gap focus and a comparison table.

With the performance gap analysis, we can see that the traditional problem-solving or deficit approach to change management has its focus on the gap between the acceptable standard of performance and system failure – the best outcome of this change approach is the current standard will be maintained, success is maintained or there will be small incremental performance improvements as errors are reduced.

With #ThePositive change, the focus is on the gap between the acceptable standard of performance and peak performance – the best outcome from this type of change management intervention is high levels of innovation, engagement and creativity leads sustained to quantum leaps in performance.

Below is a more detailed summary list of the shifts in perspective that happen when organisations or communities embark on #ThePositive focused change. This list is compiled based on the work of Prof. David Cooperrider Weatherhead School of Management, Case Western Reserve University.

Over the coming weeks there will be more posts on positive organisation change and positive leadership.

If you are looking for effective tools that close the gap between systemic failures and a reliable baseline for operations I suggest you check out the REASON® root cause analysis website otherwise if you are interested in positive change and positive leadership …

If you would like to explore small or large opportunities to introduce #ThePositive Leadership techniques and methodologies into your organisation contact me for a free 20-min initial consultation.

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More on #ThePositive Leadership

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