Aiming for What???

Eleven years ago, I received news that I never expected: I would need a new liver. I was shocked and overwhelmed by the diagnosis. Surely there was something I could do to fix my body? However, I was told that available treatments would only address symptoms, not the root cause. Determined to find a way to heal, I embarked on a journey of extensive research, testing, and consultations with experts. From these initial efforts, I realized that I needed to create an optimal environment for healing. Based on what I knew at the time, I made decisions to optimize my body’s ability to overcome the odds. I identified four key outcomes that would give my body the best chance for recovery:

1.     Minimize Inflammation

2.     Minimize Toxicity

3.     Optimize Gut Health

4.     Optimize Hormone Function

These targets became my focus. Within three years of relentlessly pursuing them, I not only kept my liver but achieved a level of health beyond what I had previously experienced. Identifying the right outcomes and targets was crucial to my success.

My health journey has profoundly influenced my approach to organizational change. While many change models address outcomes, they often miss the mark in identifying the right targets. Just as in health, organizations must get the outcomes right. How many doctors talk to their patients about these targets?  How many organizations go through a process to fully understand the targets that will get the desired results.  Whether it's an ERP integration, acquisition, cultural change, or a massive infusion of capital, the right targets are essential. Interestingly, no single doctor had the full formula for my health journey. Similarly, in organizational change, no single person will likely have all the necessary information to construct all the needed targets.

In my health journey, my life depended on getting it right. For some companies, the life of their business depends on it. It's worth the effort to identify and pursue the right targets.