Leading Organizational Change
Part 2
Jeff Yacup
Kotter's Model for Org Change
Yes, and...
Where does complacency come from?
How can you create urgency?
Establishing Urgency
- Too much happy talk from management
- Absence of crisis
- Too many resources
- Low standards
- Structures that focus on narrow goals/wrong goals
- Lack of feedback
- Low conflict culture
- Human nature
Sources of Complacency
- Create a crisis
- Eliminate excess
- Set high goals that require more effort
- Measure success by the whole organization not individuals
- Allow grievances and displeasure to be aired
- Bring in outside opinions
- Avoid empty happy talk
- Keep the future opportunities at front of mind
Create Urgency
Who are the people in your groups that have influence?
Create a Guiding Coalition
Developing a Vision & Strategy
What are characteristics of an effective vision?
- Imaginable: paints a picture of the future
- Desirable: appeals long term
- Feasible: realistic and attainable
- Focused: provides guidance in decision making
- Flexible: general enough to allow alternatives in face of change
- Communicable: explained within 5 minutes
Elements of a Vision
How would you communicate a change vision?
Communicating the Change Vision
- Keep it simple
- Use metaphors, examples, analogies
- Repetition
- Lead by example
- Explain inconsisitencies/clarify what people don't know
- Give and take (two way communicaton)
Communicating the Change Vision
What causes resistance?
Empowering Action
Introducing Crucial Conversations: STATE
Break
Conflict Scenario
Think of examples in your life that could have been considered short term wins. What are they? Did you recognize them? Why/why not?
Generating Short Term Wins
- More change, not less; leverage success to keep going
- More help: bring in people who will help with the change
- Project management and leadership come from all team members
- Reduce unnecessary interdependencies
Consolidating Gains and Produce More Change
Why is this step so important?
How can you anchor that change?
Anchoring new approach in the culture
Bringing it all together
Wrap up
Leading Org Change Part 2
By Jeff Yacup
