River 2200 23 Sep 2013 08350955 (Dr CarolAnn TetraultSirsley)
"it is not the strongest of the species that survives, nor the most intelligent that survives. It is the one that is most
adaptable to change."
Managing Change (Chapter 22)
external forces impose (regulation/dereg M&A bankruptcy competition customer expectation social
internal forces for change (improved efficiency, profitability, adaptation/technology new leadership)
ex. technology, sustainability, better returns for stakeholders
if you're not going forward you're falling behind
incremental change vs transformational change
incremental change, a form of continuous change.
transformational, total reversal or change.
Leading change who and how?
CEO and senior executive champion
collaboration to get broad buyin; change agents
communications are key create urgency, reach emotions constant 2way exchanges
cohearant and directed message.
communication should not be oneway. establish two way communication.
when you destablize people, you need to make sure you have good communication.
target the emotions do not send statistics or fear to motivate people. How is this going to
improve customer service. how is this going to improve the marketability of the employee.
make sure the message is truthful subordinates will not forget lies, or not notice if the
message is not cohearant. This will make leadership lose credibility.
ensure they know why the change is required.
honest, truthful communications to build trust, respect and confidence in the course charted.
Resistance to change
resistance is inevitable may be immediate or passive; middle managers most affected as are
most resistance is from midlevel managers. Answering to the executive and pitching it to
the lower subordinates they are in direct contact with.
be aware for passive sabatoge. ensure people who are in direct contact with employees
are on board with the change.
communicate clear & realistic change goal
align internal processes to support change direction (i.e. performance reiews/awards. priorities)
ensure proper training is given so subordinates are comfortable and confident with their
new role in the organization.
allocate necessary resources to reinforce change direction
visibily reallocate resources to demonstrate that the change is the primary focus.
perception of winners & losers accentuates personal/political and system resistance some middle management define themselves based upon their power. Any change to their
perceived status will cause resistance.
http://www.youtube.com/watch?v=Wdroj6F3VlQ Kotter video from youtube on the topic of
discussion on the video:
it's easier to move people aside that have a poor reputation as long as you treat them
in some conditions you may need to figure out how to keep them in the fold. (make sure