TABLE OF CONTENTS Implementing new management theories always requires changing the way people behave. This requires changing the system that reinforces current behavior to a system that reinforces the new desired behavior. Although many ascribe personal motivations to this resistance to change, and some apply models based on cognitive approaches, I have come to believe that Skinner s model is most effective in under- standing what is going on and how to cause the necessary changes in behavior. L. Braksick [27] provides a research-based approach effective in the business environment. Her approach, based on the simple antecedent-behavior-consequence (ABC) model of operant conditioning, has similarities to the Six Sigma approach to process analysis and improvement.
J. Kotter [28] describes an organizational approach to change management that many TOC practitioners have successfully applied. Kotter s model uses the following eight steps (p. 7):
Establish a sense of urgency.
Form a powerful guiding coalition.
Create a vision.
Communicate the vision.
Empower others to act on the vision.
Plan for and create short-term wins.
Consolidate improvements while producing more change.
Institutionalize the new approaches.
I have found this general approach useful in planning the change to CCPM, but I must caution you that actual resistance to change comes with a real face and personality. You must prepare to deal with it at the personal level. For that purpose, Braksick s approach provides the best guidance I have found.
Goldratt proposed a layer of resistance model, used by many TOC practitioners. While this model has substantial cognitive appeal,...
