Yes we’re in the Jeep!
You came here for a reason You’re seeking value and solutions.
You’re probably asking yourself a question:
“Is this DIY Model for real or just a hook?”
The “DIY” is for Real
The Model, “DIY Change – People and Process” has been in continual use since 1999 as a very successful internal company change management process. A process requiring no outside resources, no consulting support, no need for extra funding, and no additional personnel developed to be applied whenever and wherever change and improvement were being initiated, reinforced, or supported.
The Model is a complete “A-Z Package” of DIY Concepts, Processes, Techniques, and Tools for implementing and supporting change and improvement. The “Off the Self Ready” processes are easy to appy by a good facilitator or leader with a minimal amount of preparation to understand the logic behind each concept or process. The Model applies a “series of actions” causing work to be performed in a new preferred way.
The DIY Model develops work habits to continuously seek change and improvement while applying Best Practice processes as an everyday way of performing work.
The outcome is simple and predictable. Employees with daily routines, behaviors, and habits to seek continuous change and improvement who apply best practice processes will deliver exceptional results.
The Model’s processes Force Feed, Develop, Reinforce, and Support continuous change and improvement. Properly implemented and supported the Model develops an agile workforce where change and improvement are the norm not the exception.
The Model relies upon the development and application of a core set of “Key Elements” as a foundation of expectations and requirements for every impacted individual. These Key Elements are universally known, accepted, and validated. You already know, experience, observe, and apply these concepts and processes in your daily life activities. You won’t need to relearn them. The Model explains how to apply them to facilitate acceptance to change and improvement.
Is this Model for You?
If you are seeking to make significant changes and improvements in your organization without the need, cost, or interference of outside resources, the DIY Model has plenty to offer. Logically applied the Model will cause your audience to “self-discover” and thereby better accept the need, value, and validity of the very changes you are seeking to implement. Applying the Model requires only good common sense, simple logic, and human nature.
There are no new or complex concepts or theories. The Model applies universally known and long accepted concepts and processes facilitated in a series of actions. The Model’s has the additional benefits of being applicable for learning, developing, and improving knowledge, skills, and abilities for problem solving, decision making, adult learning, facilitating, coaching, counseling and numerous other improvement processes.
Easy to Understand and to Apply
The Model’s is very basic and simplistic as you will discover like hundreds of others before you, “I already know these concepts and processes. I experience them subconsciously every day.” It begs the question, “Why haven’t I already used what is so basic, already known and experienced to implement the changes I want in my organization?”
Back in 1999, while we were reviewing our own “Lessons Learned” from a highly successful “Facility Turnaround” implementation, we found ourselves asking the very same question. As we reviewed the actions taken, we realized we had always known what we applied, “What had taken us so long?” The “actions taken” weren’t astounding new discoveries in concept and theory. They instaed were so simple, so basic, and so valid, they couldn’t fail and yet they were so effective, they resulted in spectacular and ongoing improvement.
In this “Facility Turnaround” local management initiated a series of highly unusual and unorthodox actions in an attempt to save a long failing facility already planned for future closure. In only 14 months these locally driven actions transformed a “Complete Loser” into a “Superstar Facility” regularly outperforming its 25 “sister” facilities in operational performance.
This DIY Implementation was achieved with no outside resources, no new equipment, no new technology, and no increase in budgeted spending. The achievement was accomplished by the same workforce, for the same customers, produceing the same products, and at the same volume. The unexpected exceptional results seemingly occurred overnight. The achievement seemed to be an impossibility to those outside of the facility. It raised the immediate question, “Where’s the cause and effect? Nothing has changed!”
The Facility’s overnight success literally “Stunned” Corporate Management and created immediate assumptions, “There’s either some major flaw in the system or facility must be cooking its books!” A prompt formal coporate audit proved otherwise and the facility quietly continued to deliver each month ever higher levels of improved performance.
Over the next few months Corporate Management finally realized the facility had indeed changed significantly. The facility had changed in two aspects these corporate leaders had never considered before. The changes were in employee behavior and in utilizing “Best in Practice” processes. The Facility Changed Its People and Its Process in How Work is to Be Performed.
Senior Management realized the potential value of similar changes across all its facilities. The facility was formally designated as “The Model” for others to follow and wasgiven the task of developing and sharing its new processes and lessons learned. The facility for the first time paused to consider, “How did our past actions cause such dramatic and ongoing change and imporvement?”
Development of the “DIY Model – People & Process”
In its effort to understand those underlying reasons and to develop content useful for sharing facility success, it was realized a “series of actions taken” followed a logical “Pathway for Change.” These actions created a new set of employee work routines, behaviors, and habits to apply “Best Practice” processes to seek ongoing change and improvement.
The underlying logic seemed so elemental. The workforce became “self-driven” to seek change and improvement and used the best processes known for improving performance. Those “early actions taken” in initiating the change effort created a compounding effect of applying natural human behaviors with highly effective work processes.
Those “early actions taken” had formed a foundation of “key elements” to develop, reinforce, and support ongoing change. These early actions were not theoretically nor conceptually new concepts or approaches. They applied good common sense, simple logic, and basic human nature.
To share these “Processes and the Lessons Learned” these actions were developed into a series of “Experiential Learning Sessions.” Those attending these Learning Sessions would have a similar experience to those in the workforce to the early actions taken. The attendees would have additional learning to understand and discuss the underlying logic of the Lessons. These efforts to create shareable content were the origin of what is today “DIY Change – People and Process.”
A Change Model As Effective Today as It Was in 1999
The original Key Elements, Concepts, and Processes have remained basically unchanged and are as effective now as they were in 1999 even in today’s rapidly changing world. The DIY Model’s effectiveness lies in its reliance upon primary human behavior and simple logic, so basic it has remained unchanged for centuries. The Model’s “Cause and Effect” has been present since our ancestors were small groups of hunter gatherers learning to work together to seek continuous change and improvement “in order to survive” and not become extinct.
Still Reading?
If at this point, you’re still interested in learning more about implementing DIY Change, you should next open the “DIY Model Page” and “Toolbox Page.” You find the list of Key Elements and the “Ready to Use” and “Still Under Conversion” list of concepts, processes, techniques, and tools available for you to use in your own DIY change initiatives.
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