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
