Wheel of change

Revision as of 21:22, 11 February 2022

Abstract

Project management is not just about managing processes, it is as well about managing the people being part of a project. Focusing on people in project management, whether it is a team, or an organization is seen as important as planning the process to be able to success with a project. According to Marshall Goldsmith, coach, and member of the 50 Thinkers Hall of Fame, an essential part of managing people to get them to deliver the best, is by providing them with feedback - with so-called “feedforward”, focusing on changing the future behavior instead of focusing on the past.^[1]

To help with this, Marshall Goldsmith has created a tool designed to help changing future behavior, referred to as “The wheel of Change”. It is a two-dimensional wheel, consisting of pre-dominant axes: “change or keep” and “positive or negative”. The other dimension of the wheel divides the wheel into even four additional quadrants: creating, eliminating, accepting, preserving. These quadrants help identify and plan the future changes of behavior to reach the desired state.

This article gives a brief insight to human behavior, as this plays an essential part of managing a team like processes. Further, the article will provide an overview of the general characteristics of the Wheel of Change and how it can be used in project, program and portfolio management. Finally, the article will include a reflection on the use of The Wheel of Change as a tool for managing people and behavior in projects, by focusing on the actual use of it compared to other tools.

Human Behavior

• What is human behavior
• Why is it important to reflect on

The wheel of Change

Overall description

• How to understand the tool as a two-dimensioned wheel
• Using the tool for planning behavior changes
• negative/positive
• Change/Keep

Creating

• Definition

Eliminating

• Definition

Accepting

• Definition

Preserving

• Definition

Applying the Wheel of Change in management

• How it can be applied
• Different use

Reflections

• Reflections of possible limitations
• Using the tool when managing people in projects

Conclusion

• Conclusion

Annotated bibliography

• Goldsmith, M., & Reiter, M. (2015). Triggers: Creating behavior that lasts-- becoming the person you want to be.

This book is about what Triggers the human being, how it affects human behaviors, and which tools can help change our behavior to become a better version of ourselves.

• Goldsmith, M. (2015) :Try Feedforward Instead of Feedback: An article

About feedback and how to use it in the best way https://cphrbc.ca/wp-content/uploads/2013/05/MGoldsmith-article-1.pdf

1. ↑ Goldsmith, M. (2015) :Try Feedforward Instead of Feedback: An article About feedback and how to use it in the best way https://cphrbc.ca/wp-content/uploads/2013/05/MGoldsmith-article-1.pdf

References

https://cphrbc.ca/wp-content/uploads/2013/05/MGoldsmith-article-1.pdf