Contrary to conventional wisdom, mounting a massive challenge is not about putting forth an equally massive response where performance gains are achieved by proportional investments in time and resources. Rather, it is about conserving resources and cutting time by focusing on identifying and then leveraging the factors of disproportionate influence.
1) What factors or acts exercise a disproportionate positive influence on breaking the status quo? (Cognitive hurdle)
2) On getting the maximum bang out of each buck of resources? (Resource hurdle)
3) On motivating key players to aggressively move forward with change? (Motivational hurdle)
4) On knocking down political roadblocks? (Political hurdle)
Hot spots vs. cold spots and horse-trading
Instead of diffusing change efforts widely, seek massive concentration
1) Target ingpins when trying to influence large groups of people
2) Fishbowl management = transparency + inclusion + fair process
3) Atomize the issue = frame the strategic challenge in discrete form
Emotionally, individuals seek recognition of their value, not as “labor”, “personnel” or “human resources” but as human beings who are treated with full respect and dignity and appreciated for their individual worth regardless of hierarchical level.
When individuals feel recognized for their intellectual worth, they are willing to share their knowledge; in fact, they feel inspired to impress and confirm the expectation of their intellectual value, suggesting active ideas and knowledge sharing.