New Business Book Summary for The Q-Loop

June 26, 2015 - PRLog -- As many as 70 percent of change initiatives do not deliver the expected results. This stifles both productivity and competitiveness for businesses. In The Q-Loop, Brian Klapper describes how to create plans for change and then implement them using techniques that are repeatable and sustainable. The Q-Loop is a robust process that forms a complete circle, from ideation to implementation. One reason this process is effective is because it begins with a compelling story that is written by employees. Employees lead the change and drive the change agenda. The Q-Loop is the key to transforming organizations in a lasting way.

According to Klapper:

*The Q-Loop is a robust process that spans ideation to implementation. It is effective because it begins with a compelling story written by employees. The Q-Loop has been used by organizations to improve operations, create new products, and capitalize on market opportunities.

*Organizations must cultivate cultures that value creativity and innovative thinking. This can be done by killing the status quo, altering an organization's point of view, comparing an organization to others, imposing artificial limitations, and looking for unorthodox opportunities.

*Idea Quests provide a formal process for generating new ideas. They focus employees on a specific mandate, create transparent ways to share ideas, and ensure that each idea is evaluated and acknowledged. This enables organizations to leverage their collective IQs.

*The Corporate Lab can jump-start change initiatives and modify an organization's culture. The Corporate Lab is a two-day exercise that allows participants to learn and implement Q-Loop principles, which helps drive the ability to produce lasting change.

*Once The Corporate Lab is complete, organizations must keep the momentum going. When planning change initiatives, companies should create fully operational prototypes within 30 days. Stages of the prototype include the listen phase, the learn phase, the launch phase, and project closure.

*It is essential to embed change-related energy into an organization's DNA. This can be accomplished by communicating goals and successes in a compelling way, raising employees' expectations, ensuring that transformation is an ongoing effort, and creating a dedicated transformation office.

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