ManagingChange.pptVIP

Class agenda Part I: Organizational Issues and change Part II: The nature of change. Part III: Leading others through change. Characteristics of The Adaptive Organization The Prerequisites for Change Characteristics of Effective Change Sponsors What Effective Change Leaders Need to Do The Internal Players in the Change Process and their Roles The Role of Outside Consultants The Adaptive Organization Willingness to make change Identifies problems quickly Internal and external looking Implements solutions rapidly Focus on innovation Upward communication Trust Prerequisites for Change Vision: Develop, articulate and communicate a shared vision of the desired change Need: A compelling need has been developed and is shared Means: The practical means to achieve vision: planned, developed and implemented Rewards: Aligned to encourage appropriate behavior compatible with vision and change Feedback: Given Frequently An Effective Change Sponsor Must Have Power: to legitimize change Pain: Personal Stake Vision: Total in-depth view Public/Private Role: Commitment and ability to support change publicly/ meet privately with agents Performance Management: Ability to reward/confront Sacrifice: Pursue change despite personal price What Effective Change Leaders Do Embrace change when it’s needed Develop a vision for change Communicate effectively Shake things up by challenging status quo and encouraging others to do the same Stay Actively Involved by walking the walk and being visible about it. Direct, Review Implementation of change - continued participation - never done attitude. Be in position to notice and coach. Roles: The Change Players Sponsors: Senior management leaders - the driving force of change - must walk the walk. Advocates: Allies of leaders, deploy the vision - communicate - involve - sell - MOTIVATE Agents: Influence sponsors’ commitment, target resistance, measure readiness, assess existing people/structures Targets: Everyone in organization - develop, tra