Breaking up “old” behavioral and decision-making patterns in a change project, requires a team that operates differently than it was usual in the past. However, the composition of teams often happens quickly and along familiar patterns (“we know who we need for this subject”).  As a result, an experienced representative from each area will be nominated – to be in the team is eventually an appraisal for merits. By this, the existing hierarchy and the mindset of the company is represented and anchored within the change-team. Each unit will strive to clarify its demands. Thus, the chance of innovation will decrease which, in turn, lowers the result of the project to the lowest common factor.. An effective change team has to reflect creativity and lateral thinking on the one hand, and on the other hand, they need enough knowledge of the organization and also the willingness and ability to implement change.

A successful team needs the following types of people (according to Cantor):
Mover: creative and driving force that gives direction.
Followers: ensures the completion of ideas.
Opposer: looks critically at the quality.
Bystander (observer): brings a different perspective.

 Tips:

  1. Take your time for the composition of the teams. Besides personal skills the team should include also powerful people, connoisseurs of the organization and people whho are affected by the change.
  2. Do not hesitate to debate: Although old and well-established constellations lead to very fast results, only conflicts can create new and creative ideas.
  3. The more complex the project, the more effort and time should be provided to set up a new team. It is worth to invest a weekend, where the participants get to know new aspects of each other through common experiences, develop trust, and work together on the rules of the game for the new project.