The Four Dimensions
of Organisational Change

Real change requires leadership that seeks to
balance the four dimensions of change. For example, once
the cultural reality is known (bottom-up) and the demands
coming from the environment (outside-in) are clear, the task
then is to align the organisation's vision (top-down) with
the capabilities and dreams of the people involved (inside-out).

Top-Down Change - What change is expected of me ?
This dynamic seeks to bend you to the will of those who have power over you. They are often your paymasters. This force for change exerts control over what you do and how you do it. Those with the power often believe they can secure change simply by demanding compliance, and focusing your energy on their vision. The resulting change is influenced by a desire to feel appreciated and secure, and is fostered through conversations with such people as bosses, educators and inspectors.

Bottom-Up Change - Who can stop the change or help it along ?
This dynamic aligns you to the priorities and needs of those around you, the people you interact with and get energised by on a daily basis. They might be your neigbours, friends or work colleagues. They exert an influence over your thinking and behaviour by tapping into your need to belong and feel valued as a person. The resulting change is driven by trust, mutual self-interest and the absence of fear. It is influenced by the conversations you have with your peers.

Outside-In Change - What will others think about the change ?
This dynamic challenges you to consider with whom you want to be actively engaged and why. What do they want from you? Will you have to adapt your desires and behaviours to feel secure or approved of ? This change is driven by events that occur outside ourselves and beyond our immediate control. The resulting change is influenced and energised by conversations with customers or service partners, government agencies and informal associations.

Inside-Out Change - Why do I need to change ?
This dynamic leads you to question your very identity - who you are and what really matters to you. What is it you want to become? The force for change comes from the natural energy you generate inside yourself - your passions and dreams. The resulting change is driven by your personal archetypes and intentions. This is the most powerful form of change energy because it can shift your perception of what is postive and beneficial. It is influenced by the deeper conversations you have with yourself and those you confide in.

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