What Does Science Have to Do with Change Management?
Understanding the dynamics of effective Change Management is a complex endeavour. Organizational physics offers an innovative lens to examine and enhance productivity, momentum, and leadership within change initiatives. Rehana Rajwani, Director for Learning and development for the Agile Center of Enablement at Bank of Montreal, provides invaluable insights into leveraging the principles of physics to empower teams, optimise workflows, and foster resilience in today’s volatile and complex environments.
The Momentum Conundrum
One of the central themes of organizational physics is momentum – a term often used in business but rooted in science. Momentum is defined as the product of mass (the size of a team or project resources) and velocity (the rate of work output). Contrary to intuition, simply adding people to a lagging project does not necessarily increase momentum.
According to the law of conservation of momentum, the total momentum before and after a change remains constant unless acted upon by an external force. This principle explains why adding team members to a project often slows down productivity in the short term. New members require onboarding, which consumes time and reduces the efficiency of existing team members.
Key takeaway: Next time a project deadline looms, think twice before simply increasing team size. Instead, explore other ways to enhance productivity without disrupting the existing workflow.
Harnessing External Forces to Boost Momentum
So, how can momentum be increased effectively? The answer lies in applying external forces. In physics, force refers to any interaction that causes a change in motion or direction. In organisational terms, this can translate to learning and development initiatives, feedback loops, or new tools and processes.
Learning and Development
Upskilling is a powerful force that can fundamentally alter the trajectory of a team’s performance. Providing focused, realistic training opportunities equips team members with the skills they need to work smarter, not harder. However, for learning to be impactful, it must be supported by an enabling environment that allows team members to apply their new skills.
Feedback Loops
Feedback, both as a concept and a practice, is critical for improving team dynamics and performance. Rehana highlights the importance of gathering and acting on feedback to guide transformation efforts. By establishing continuous feedback mechanisms, teams can self-regulate, identify bottlenecks, and make data-driven adjustments.
Tailored Tools and Resources
Introducing tools like internal knowledge hubs or customised operating models can provide teams with the structure and clarity needed to work autonomously. For instance, Rehana’s team created an internal SharePoint site and Agile standards to guide practitioners effectively. These tools decentralised support while maintaining consistency across the organisation.
The Role of Objectives and Key Results (OKRs)
In a rapidly changing environment, clear objectives and measurable key results serve as a guiding force. OKRs act as a centripetal force, keeping teams aligned with organisational goals while allowing them to adapt to external challenges. When objectives are ambiguous, teams risk ‘spiralling – losing direction and focus.
Implementing OKRs ensures that all team efforts contribute toward a shared vision. They create a framework for assessing progress and adjusting strategies without derailing the broader mission.
Practical tip: For your next change initiative, establish precise OKRs that provide clarity and alignment. This will help your team maintain focus even amid uncertainty.
Data-Driven Continuous Improvement
Data is indispensable for measuring success and driving continuous improvement. By analysing metrics such as defect rates, velocity, or customer satisfaction, teams can identify trends and areas for enhancement.
Rehana’s example from the Agile Centre of Excellence at BMO demonstrates how providing teams with the right metrics empowers them to self-evaluate and make meaningful improvements. A shift from micromanagement to data-enabled autonomy fosters innovation and accountability.
Applying Organisational Physics to Transformation
Rehana’s discussion is rich with practical applications of organizational physics. One of the most compelling examples is the transformation at BMO, where her team scaled support from 10 Agile teams to over 100 without significantly increasing resources.
This was achieved by applying external forces strategically:
- Feedback: Understanding the needs of teams and tailoring support accordingly
- Tools: Creating resources that decentralised knowledge while maintaining uniformity
- Champions and Decentralisation: Empowering individuals across project management offices to act as transformation ambassadors
- OKRs: Establishing clear, measurable goals that aligned efforts across the organisation
Thinking Differently About Change
Organizational physics offers a fresh perspective on managing change. By reframing challenges through the principles of momentum and force, leaders can devise more effective strategies to overcome obstacles. This approach encourages innovative thinking, grounded in scientific principles, to address the complexities of Change Management.
Final thought: As change managers, consider the forces you can apply to drive momentum in your initiatives. Whether it’s upskilling your team, clarifying objectives, or implementing feedback loops, these external forces can help you achieve more with less.
For a deeper dive into the principles and applications of organisational physics, visit the Member Hub to watch the full session. This is a game-changing perspective that every Change Manager should explore.
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