'Change – Toward A New Vision And Attitude For St. Eustatius'

Dr. Miguel Goede

The objectives of this presentation

• To raise awareness on the process of change

What will Statia look like in 2020?

Some of the challenges facing St. Eustatius

• Climate change• Constitutional changes• Technological changes• Population development• Education

“It always seems impossible until its done.”

President Obama

Content

• What is change?• Resistance to change• Spectrum of change and why change• Formula for change• Hardware and software• Personal transition• Type of society and change

What is change?

• “Change is defined as the movement of a person, group or organization from a current, not desired and unsustainable situation to a future, desired and sustainable situation.”

The Nature of Change

Time

ChangeChange

Change

ChangeChange

Change is a process, not an event

Where you want to be

Where you are today

– Break change down into discrete process elements

• 70% of change is not successful.

Resistance to change

Resistance to change

Spectrum of change and why change

Change differs per domain

Public Domain Civil Society Private Market

Core Government Associations Global

Semi Government Foundations Captive Market

Figure 1: Classification of organizations

Spectrum of change

• Continuous improvement• Start-overs or start ups

Scale and Time

Scramble

Start Over

Reinvent

Improve

Low

High

Short LongTime

Com

ple

xity

Source: O’Neil E, Kimball B. Health Care’s Human Crisis: Nursing. (Princeton: Robert Wood Johnson Foundation, 2002)

Life cycle

Figure 2: The S-curve and the second curve (Abraham and Knight, 2001; McNamee and McNamee, 1995)

Formula for change

Shared Vision LASTING

CHANGE

No Action

Supporting Structure

and Process

Need for Change

ManagementCommitment& Behavior

PeopleInvolvement

Performance Measures

No Direction

No Role Models

No Ownership

No SystemicSolutions

No Results

LASTINGCHANGE

Formula for lasting Change

8 steps (Kotter)

Change = A< BCD

A = benefits of maintaining status quoB = pain of maintaining status quoC = vision of a different worldD = small steps to achieve the vision (O’Niel 2008)

The eight steps

1 Establishing a sense of urgency

2 Creating a guiding coalition

3 Developing a vision and a strategy

4 Communicating the change vision

5 Empowering broad-based action

6 Generating short-term wins

7 Consolidating gain and producing more change

8 Anchoring new approaches in the culture

Figure 8: The eight-stage process of creating major chang (Kotter 1996: 21)

Burning platform

Hardware and software

Hardware and software

• Technical• Human/ personal

- Three stages Ending Neutral Zone/Transition New Beginning

The Change Enablement Framework

Change Archtecture

CommunicationPerformance

ManagementCulture Capacity

Leadership Individual & Team

Capacity

FutureState

CurrentState

Lead

ing

DesigningRealizing

EndingExplorin

g

Beg

inni

ng

Acceptance and leadership

R = TA

R = result of changeT = technologyA = acceptance by people

Personal transistion

Personal

•Doing•Thinking•Believing Doing

ThinkingBelieving

The Valley of Despair

Innovators & laggards

Figure 7: Individual responses to change of people in organizations going through transition statistacally respresented

Search forSolutions

IdentityCrisis

Denial

BetrayalTIME

Group’s Approach to Change

Type of society and change

Spiral Dynamics

Colour Description

Beige Archaic, instinctive, survivalistic, automatic, reflexological“Express instinctively and automatically for biological survival.”

Purple Animistic, tribalistic, magical, animistic tribal order“Sacrifice self to the wishes of the elders and the ways of the ancestors to placate the spirits.”

Red Egocentric, exploitive power gods, dominionist“Express self impulsively and without guilt lest one suffers unbearable shame.”

Blue Absolutistic, obedience, mythic order, purposeful, authoritarian“Sacrifice self now to the one true way and obey rightful authority so as to deserve rewards later.”

Orange Multiplistic, achievist, scientific, strategic“Express self calculatedly to achieve what self desires, but so as not arouse the ire of others.”

Green Relativistic, personalistic, communitarian, egalitarian“Sacrifice self now, to obtain now, for self and others.”

Figure 9: Spiral Dynamics (Cowan & Todorovic 2000; Dinan 1999)

• A number of adjustments to the framework for managing change can be identified.

• In Curaçao and St. Eustatius, like the rest of the world, change has become constant. These changes are the consequence of external factors mentioned by Kotter (1996) and geopolitical developments like the constitutional changes, as well as developments in Venezuela, Colombia, Europe and the United States of America.

• No distinction between small changes and big changes.

• There is no distinction between business matters and personal matters.

• Rivalry between social networks (clans, often organized around political parties)

• Limits the independence of actors and makes creating a shared vision very difficult and increases transaction costs.

• Media plays an important role.

• Change is best dealt with in the private sector.• Change is most strongly resisted in the

governmental organizations.• Outside pressure, for example from the Dutch

government and IMF, are essential for implementing change.

• In NGOs there is no real drive for change.

• There is a problem with starting a new life cycle, because signs of the need for change are ignored and much time is wasted in debate.

• Curaçao is stuck in the industrial age model of blueprint followed by implementation.- But what works is prototyping.- Bold and swift implementations.

• The biggest adjustment to the framework must be made at the transition level.

• Ending is very hard because is it is often associated with the fear of losing one’s job. A job is an essential element in the strategy to survive in a society where jobs are scarce.

• Ending is a problem and in the Neutral Zone there is a tendency to reverse the change.

• In Curaçao, the roles of innovators and laggards coincide with existing social networks. This implies that change often results in battles between networks.

• When applying the scale of Spiral Dynamics, Curaçao is a predominately a red society.

The Netherlands Antilles

• In essence Curaçao and Bonaire react the same.

• The Windward Islands are more prone to action.

Concluding remarks

• Adjustments are necessary due to the small scale of island society and the diversity of that society.

• Change is fiercely resisted.

Q&A

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