Leading Organizational Change
Part 1
Jeff Yacup
Recap: 5 Functions of a Team
Build Trust
1.
Be Results Oriented
5.
Hold each other Accountable
4.
Commit
3.
Engage in Healthy Conflict
2.
Opening Reflection
1.
Allowing too much complacency
2.
Failing to create a sufficient guiding coalition
3.
Underestimating the power of vision
5.
Permitting outside obstacles to block the new vision
4.
Under-communicating the vision by a factor of 100
6.
Failing to create short term wins
7.
Declaring victory too soon
8.
Neglecting to anchor change in culture
From J. Kotter's Leading Change
Why Change Fails
Leadership
Management
Break
Kotter's Model for Org Change
Establishing Sense of Urgency
Examine the market and competitive realities.
Identify and discuss crisis, potential crisis, or opportunities.
Create a Guiding Coalition
Put together a group with enough power to lead the change.
Get the group to work like a team.
Develop a Vision and Strategy
Create a vision to help direct the change.
Develop strategies for achieving that vision.
Communicating the Change Vision
Use every way possible to constantly communicate the new vision and strategies. Have the coalition role model the behavior expected of employees.
Empowering Broad-Based Action
Get rid of obstacles. Change systems that undermine the change vision.
Encourage risk taking and non traditional ideas/activities, and actions.
Generating Short Term Wins
Plan for visible improvements/wins.
Create those wins. Recognize those who made the wins possible.
Consolidate Gains and Produce More Change
Use increased credibility to change all systems, structures, and policies that don’t fit with the change vision.
Develop people who can implement the change vision. Reinvigorate with new projects, themes, and change agents.
Anchoring New Approach in the Culture
Articulate connections between new behaviors and org success.
Develop means to ensure leadership development and succession.
Create better performance through better leadership and more effective management.