A few years ago, I had the pleasure of being coached by Knowledge Management gurus, CIBIT, from Utrecht University. One of the lasting memories I have of an exceptional programme was a session that introduced a simple yet hugely powerful model of change.
Unfortunately for me, they described it using their native tongue and so I couldn’t possibly repeat it -‘Moeten, Willen, and Vermogen’. Translated however, it means ‘to need to’, ‘to want to’ and ‘to be able to’.
The model is simple and goes like this: If you want lasting change to take place, then you need to make sure that all three elements have been addressed in the minds of those who will be involved in the change. If you leave one element out, then you may hit difficulties. Enabling change in individuals requires a sense of importance (I need to do this), a real desire (I want to do this) and the capabilities and skills to make it happen (I can do it).
Imagine for example, an organisation that is struggling to get people in the organisations to share knowledge. A typical response is to invest heavily in software solutions such as intranet portals, discussion forums, blogging etc. This is all well and good if the ‘can do’ or ‘Vermogen’ element is the area that needs to be addressed.
All too often however, development is appropriate in all three areas. So in this example, developing a sense of the importance and value in sharing collective knowledge to form wisdom (need to) and getting people excited and enthused about doing it by seeing the value to themselves for example (want to) might be the area that will bring huge shifts in behaviour.
So here's some questions to reflect on if your looking to bring about successful change. What changes are you making in your team, organisation or even you life? Where have you put most of your focus so far, the need to, want to or can do? Which one do you need to pay attention to to make the three more balanced?
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