KMWorld 2013 Conference and Organizational Change


This week I’m off to Washington, D.C. for the KMWorld 2013 Conference. I’ll be listening to fantastic knowledge specialists share their insight on a host of topics from Digital Workplace Trends to Building Smarter Organizations. On Friday, I’ll deliver a talk on the Four Keys to Facilitating Organizational Change, or as I like to call it: Creating a Bold Culture.

Over the next four days I’m going to share thoughts on each of those four keys, exhorting you to develop a Bold Culture in your own space, be it your home, your workplace or the PTA.

Some years back, as a partner in a small business and personnel development firm, I noticed—among both our clients and organizations in general—leaders could talk a good game about the values they espoused and the kind of organizational environment they desired, but they seemed powerless to turn it into reality.

Since that time, and after many trials and errors of my own, I have identified four elemental principles necessary to affect the organizational change you want. In fact, these cardinal principles can help you affect any change, from dropping a bad habit, to learning to the play the ukulele, to any program aimed at tighter abdominal muscles. They are: Acknowledgment, Assessment, Planning, and Commitment.


Before change can begin, it must first be realized and accepted that change is necessary. Without this principle action all efforts toward change will be derailed before they get started.

Beginning is the toughest step of any endeavor, especially one whose goal is improvement. It is vital to embrace the need for change, as this will sustain you and keep you centered on your mission.

Several years ago I worked with a company that was experiencing greater than 50% turnover annually. While it’s easy to recognize the negative fiscal impact this had, the effect it had on morale and organizational culture, though harder to quantify, was just as substantial.

The company leaders recognized the turnover as a significant obstacle, but in their minds it was just the cost of doing business. And while they had made some cursory attempts to change, it wasn’t until they fully acknowledged the need to change that things actually started changing. Until then, their corporate culture saw no value in changing. Until then it was just an option, not a necessity.

Acknowledgment is more than simply recognizing that a problem exists. It involves intent to rectify the issue and a decision to get started…today.

About mwgrigs

I have three great loves in my life: learning, being useful, and my family. Sometimes I blow it royally in all three areas, other times I'm a rock star. I plan on spending the rest of my life exploring the possibilities of making each of those areas truly awesome!

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