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Switch How To Change Things When Change Is Hard PDF

This book review summarizes the key points of the book "Switch: How to Change Things When Change is Hard" by Chip Heath and Dan Heath. [1] The book effectively tells stories to illustrate how to create change. [2] It advocates looking for what works and doing more of what succeeds, drawing from solutions-focused approaches. [3] While getting some concepts right, the model presented in the book is not as simple and direct as the solutions-focused approaches it draws from.

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Angie Beltran
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335 views3 pages

Switch How To Change Things When Change Is Hard PDF

This book review summarizes the key points of the book "Switch: How to Change Things When Change is Hard" by Chip Heath and Dan Heath. [1] The book effectively tells stories to illustrate how to create change. [2] It advocates looking for what works and doing more of what succeeds, drawing from solutions-focused approaches. [3] While getting some concepts right, the model presented in the book is not as simple and direct as the solutions-focused approaches it draws from.

Uploaded by

Angie Beltran
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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Switch: How to Change Things When Change

is Hard
Chip Heath and Dan Heath

Random House Business Books, 2010, 320 pages,


ISBN 9781847940315, 10.99 paperback

Review by Paul Z. Jackson

T his is a curious book. Its strength is its collection of


wonderful stories, clearly and simply told. They are
drawn from politics, organisations and individuals some-
thing to appeal to everybody.
And there is much to cheer those of us who have been
taking a solutions-focused (SF) view of change, with a great
deal of the book consisting of the Heaths efforts to put
familiar concepts, tools and techniques into snappier, stick-
ier language (with varying degrees of joy).
They advocate looking for what works and doing more of
it. Dont obsess about the failures. Instead, investigate and
clone the successes, they say. Drawing explicitly from SF
and Positive Deviance, they have us identify bright spots.
A vision of a future is termed a destination postcard. Illus-
trating small actions and a direct route, they report a
successful health campaign that told people to reach for a jug
of 1% milk instead of whole milk. They note that visible
success prompts people to join in.
Their most powerful metaphor, borrowed from positive
psychologist Jonathan Haidt, is the Rider and the Elephant.
These represent respectively the conscious mind and the
subconscious, in the tradition of Platos charioteer and
chariot. Changes often fail because the Rider simply cant
keep the Elephant on the road long enough to reach the desti-
nation. Big changes can sap our exhaustible reserves of
self-control and the old habits kick back in. Its a neat way
to highlight impact and sustainability twin grails familiar to

148 InterAction VOLUME 2 NUMBER 1


organisational change consultants, and they have plenty of
ideas for engaging both parties.
I particularly enjoyed their brutal dismissal of knowl-
edge and attitudes as keys to change, in favour of
interactional elements. Smaller containers for food mean
people will eat less. Its easier here to change the situation
than change the people, they report, echoing our conclusions
in The Solutions Focus: Making Coaching and Change
Simple (Jackson & McKergow, 2007).
They are clearly pragmatists at heart. For anyone to
change, someone has to start acting differently, they note,
and they have grasped the kernel of SF in at least some of
their case study descriptions. They highlight the value of
knowing whats wanted, not what isnt, even in cases of
violent parenting, and note that the solutions (better behav-
iour from the child, more caring involvement from the
parent) have no logical connections to the problems (violent
behaviour to the child).
Without ever quite saying it, they get it: solutions consist
of improved interactions. Just look for a strong beginning
and a strong ending and get moving, they advise. Which
brings us to the curiosity: their model, which gets more elab-
orate chapter by chapter, seems weaker than those they have
drawn upon. The milk story, for example, contains the vital
ingredient of a well-chosen small action, yet still has people
being told what to do. A solution-focused coach would keep
the clarity of the small step, but prefer to have actions gener-
ated by people for themselves.
And their account is far from simple. They even contra-
dict themselves when their analysis says we need to change
not only the situation, but also hearts and mind, rather flying
in the face of their food portion example.
Anyone who knows SF will see endless parallels with the
puzzlingly unacknowledged SF work in organisations
puzzling because their strength as writers and journalists is
presumably research (and they have many great examples to
illustrate their points). They have found SF as therapy and
they visit other stops on the landscape of positive change

VOLUME 2 NUMBER 1 InterAction 149


including mentions of Appreciative Inquiry, Positive
Psychology and Marcus Buckinghams strengths gang. Yet
no mention, for example, of SFCT or the SOLWorld
network.
Less surprisingly, the equally relevant but less-well-known
field of Applied Improvisation is not mentioned at all,
although its primary concepts are touched upon. You cant
script every move, say Chip and Dan. You can apparently
script all the critical moves, though one might wonder how
you are going to know all those in advance. Use what
youve got, they improvisationally advise, commenting on
a railroad transformation story.
So, Im not sure if Switch does much to advance the
philosophy or pragmatics of SF, though it may well work
wonders for the marketing.

Reference
Jackson, P. Z. and McKergow, M. (2007). The Solutions
Focus: The SIMPLE way to positive change. London:
Nicholas Brealey Publishing (second edition).

150 InterAction VOLUME 2 NUMBER 1

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