CLO1
EXPLAIN CHANGE MANAGEMENT
Change management is a collective term for all approaches to prepare, support, and help individuals, teams, and organizations in making organizational change.
3 C's OF CHANGE LEADERSHIP
Communicate
Collaborate
Commit
DEFINE CULTURE
The values and behaviors that contribute to the social and psychological environment of an organization. It is based on shared attitudes, beliefs, customs, and written and unwritten rules that have been developed over time and are considered valid.
HOFSTEDE'S CULTURAL DIMENSION
– Low vs. high power distance
– Individualism vs. collectivism
– Masculinity vs. femininity
–Low vs. high uncertainty avoidance
–Long vs. short term orientation
POSSIBLE BENEFITS OF RESISTING CHANGE
Prevents careless management decisions from being implemented
Identifies problem areas
Encourages better communication
ANY 3 SKILLS OF CHANGE MANAGER
Planning, Organizing, Leading
Influencing Others
Communication
Self-Management
BASES OF POWER
FORMAL POWER
COERCIVE POWER
REWARD POWER
LEGITIMATE POWER
EXPERT POWER
DEAL AND KENNEDY'S CULTURE TYPES
(hint: risk + reward relationship)
Work Hard Play Hard – risk is low, reward rapid
Tough Guy Macho Culture – risk is high, reward is rapid
Process Culture – risk is low and reward is slow
Bet the Company Culture – risk is high and reward is slow
TYPES OF CHANGE
Evolution
Adaptation
Revolution
Reconstruction
WHO ARE CHANGE MANAGERS
Change managers are any employees who help implement the change they don’t neccessarily have to be official managers (it is an informal role)
RELATIONSHIP BETWEEN POWER POLITICS AND CONFLICT
When you misuse the power it becomes politics and if there is too much politics it becomes conflict
5 COMMON BARRIERS TO INTERNAL LEADERSHIP DEVELOPMENT
Lack of time to coach/teach
Lack of accountability
Lack of skills
Lack of interests
Lack of information
TRIGGERS OF CHANGE (INTERNAL AND EXTERNAL)
Internal: Desire for growth + Need for improvement
External: SOCIAL + 2cs
THREE WAYS TO LEAD PEOPLE THROUGH CHANGE
Support - help employees develop their KSA by providing training and resources
Influence - getting collaboration and commitment from employees voluntarily
Learn - learning becomes lifelong
CONFLICT MANAGEMENT STRATEGIES
Avoiding
Competing
Compromising
Collaborating
Accomadating
OVERCOMING BARRIERS TO INTERNAL LEADERSHIP DEVELOPMENT
Identify - Do you have a clear selection process to identify which leaders will develop new leaders?
Develop - Do you prepare seasoned leaders to teach, coach and develop new leaders?
Assess - Do you hold leaders accountable for development through assessment?
Acknowledge - Do you recognize those who do it well?
THREE LEVELS OF CHANGE
Level 1: Individual
Level 2: Organizational Change (Group Change)
Level 3: Enterprise Change
WHAT ARE KOTTER'S EIGHT STEPS OF CHANGE
Create Urgency
Form a Powerful Coalition
Create a Vision for Change
Communicate the Vision
Empower Others
Create Short - Term Wins
Consolidate Gains
Institutionalize Change
7 COMPONENTS OF CULTURAL WEB
Stories/History
Symbols
Rituals and Routines
Control System
Organizational Structures
Power Structures
The Paradigm
WHAT IS SHARED PURPOSE
Shared Purpose gets employees connected to the mission of an organization. The most effective leaders are able to build a collective sense of shared purpose and connect each individual to the mission of the larger team.