http://blogs.pinkelephant.com/index.php?/troy/comments/the_itsm_grieving...

Reframing Organizations: Artistry, Choice and Leadership, Bolman and Deal. First published in 1984. Its four-frame model examines organizations as factories, families, jungles, and theaters or temples:
The Structural Frame: how to organize and structure groups and teams to get results
The Human Resource Frame: how to tailor organizations to satisfy human needs, improve human resource management, and build positive interpersonal and group dynamics

A Portfolio Approach to Organizational Change http://macanta.com.au/wordpress/wp-content/uploads/2010/01/White-Paper-B...

Important stuff!!! the definitive book on IT cultural change

Chip and Dan Heath’s book “Switch – How to change things when change is hard”- great book. Chip and Dan point out two very powerful motivating (or demotivating) factors. The first had to do with “Find the Bright Spots” in change.

The last step in Kotter’s approach is anchoring the new changes in the culture. The way we do this is through accountability.
Accountability
We can boil motivation to comply with the new order down to three perspectives: Positive incentives, negative consequences and a sense of personal accountability. While the first two are arguably effective they are short term solutions and will no longer encourage motivation if they are removed. However, a sense of personal accountability is by far the best and most long term motivator to achieve employee compliance.

Kanban and other Agile practices were introduced to a very busy IT Operations department for a leading UK website
http://itopskanban.wordpress.com/