If you can't stand the heat...

With the finish of Masterchef Season 2 in Australia and the beginning of Jamie Oliver's  Food Revolution,  we have seen a fascinating example of two very different change models in action (albeit probably not by design).[kml_flashembed movie="http://www.youtube.com/v/tFIF6_UBCbc" width="425" height="350" wmode="transparent" /]Approach no 1 is the traditional change management paradigm. Identify something that is broken or needs fixing, communicate what needs to change, work with the stakeholders and the overcome the resistance.  We see this with Oliver's series where he identifies  a town with the highest illness rate in the US (Huntington, Virginia), goes in and tells the school's principal and cooks how bad the current situation is, and what the solution needs to be (eg generational change in attitude to healthy eating).There is however little consultation with key stakeholders, considerable resistance from those who needs to get on board (eg the canteen staff) and the children. Oliver pays little attention the language of the existing culture and manages to insult the very people he needs working with him. Success (so far) comes with significant pain and distress to those involved (Oliver himself), and sheer persistence and force of will.Contrast that with what I hear is happening in the houses of family around Australia as a result of Masterchef. Presented with heroes of the kitchen and ongoing narrative of how to improve the cooking,  kids are really into the show. There is what we would call a highly engaged audience!Families are no longer ‘serving up', they are 'plating up'. Children are asking parents to help with preparation of meals and are informing parents of the nutritional benefits of fresh produce while in markets. Being the ones responsible for choosing the best avocado or the perfect eggplant while in the grocery store has become the young un's new motivation for going with Mum or Dad to the grocery store. And with it, achieving generational change in attitudes to healthy eating.[kml_flashembed movie="http://www.youtube.com/v/PR6XEPPoK4Q" width="425" height="350" wmode="transparent" /]The example speaks to Approach # 2  -  the power of positive psychology and the use of aspirational goals in organisational change. Rather than focus on what is broken and needs fixing, we focus on the best the organisation can possibly be and then provide the resources, the skills and the knowledge in how to get there. Without the weight of "blame" and guilt of not having done the job well enough, employees are free to improve and be masterchefs of their own terrain. Sounds like a very attractive recipe for change to me!