About this Presentation
The original red and green curve version 1.0 had the red curve as good. It was growth. The green curve was bad. It did give faster results, but led to stagnation and eventual collapse. Red and green version 3.0 says you need both: green gives you stability and harmony and red builds upon that foundation to give you enhanced growth. I submit that, unfortunately, the conventional consulting model in which a consultant is brought in by senior executives to get results promotes the negative patterns of green curve 1.0 and sets the stage for the often observed case of successful TOC implementations being abandoned. A consultant working for an executive will tend to use coercive means to drive people to change, including real or perceive promises of rewards and threats of punishment. There is little sense of ownership by the employees. When the implementation pays off and the executive is promoted, people see the opportunity to reject 'someone else’s idea' and abandon TOC. The alternative is to allow people to drive change themselves using a policy buffer. This results in broad based ownership, change, and sustainable growth.
What Will You Learn
To help you get the most value from this session, we’ve highlighted a few key points. These takeaways capture the main ideas and practical insights from the presentation, making it easier for you to review, reflect, and apply what you’ve learned.
Instructor(s)
