What's in a name? Approaching organizational change

Abstract: One of the best first steps organizations can take when planning change is to resist the urge to name and sloganize the change effort. This can be difficult. In one organization using a nameless change approach, the executive sub-group tasked with implementing the change effort has continuously struggled to keep the name, and the marketing it initiates, away. As they implemented various aspects of the change plan, people in the organization became charged up …

…benefit on a micro level. The nameless model enacts change on a macro level by proving the merit of a particular change on the micro level. Change does not have to be achieved by clever pitches, catchy slogans and eye-catching logos; indeed, lasting, meaningful change cannot be accomplished this way. Well-informed people will change when they recognize, in the change, the very tools they need to do their jobs more effectively on a minute-by-minute basis.