A quick look at people issues, when leading organizational change. The basics can be overlooked in complex situations. Prepared as part of the ILM Level 7 Strategic Leadership course.
Change Management is a term that is often loosely used and confused. It is an everyday specialization that deserves niche attention in the strategic framework of an organization.
Talking Points and Agenda:
Why change management is important?
Brief about the book "who moved my cheese"
The Change Curve
Emotional intelligence and people reacting to change
Guidelines on how to adopt to change
How to tackle negative resistance
Examples of change management methodologies
Lewin's Model
Beckhard and Harris
Change Management is a term that is often loosely used and confused. It is an everyday specialization that deserves niche attention in the strategic framework of an organization.
Talking Points and Agenda:
Why change management is important?
Brief about the book "who moved my cheese"
The Change Curve
Emotional intelligence and people reacting to change
Guidelines on how to adopt to change
How to tackle negative resistance
Examples of change management methodologies
Lewin's Model
Beckhard and Harris
"One key to successful leadership is continuous personal change. Personal change is a reflection of our inner growth and empowerment."
— Robert E. Quinn
Change happens to us every day.
As leaders, we need to know not only how to personally cope with change but also how to ensure that we lead our teams through the change, while all the time keeping them motivated and focused on success.
This Guide introduces Leaders to the foundations of leading through change; providing you with strategies for dealing with change personally, leading your team through the change as well as providing insights into managing the change itself.
On Monday, September 10, 2012, Jim Kouzes, renowned leadership guru, presented his latest findings from his 25th anniversary, 5th edition book, The Leadership Challenge to a full house co-hosted by UCSC Extension Silicon Valley and SBODN, the South Bay Organization Development Network.
Leading through change workshop flow summaryIrina Burgess
key slides from interactive workshop on leading through change. Participants create their own video pitch to immediately transfer theory to practice within the workshop.
Practical approach to the situational leadership. Vadim NareykoVadim Nareyko
Presentation from the training "Management Psychology. Practical approach to the situational leadership". Vadim Nareyko. 2014
Contents:
- 4 types of leadership styles
- 4 types of individual style
- 3 meta-programs
- 4 levels of competence
- 3 types of service companies
This slide is an overview of the concept of organizational change. The Change needs, Change Forces, Change Methods, Resistance to Change with an example.
"One key to successful leadership is continuous personal change. Personal change is a reflection of our inner growth and empowerment."
— Robert E. Quinn
Change happens to us every day.
As leaders, we need to know not only how to personally cope with change but also how to ensure that we lead our teams through the change, while all the time keeping them motivated and focused on success.
This Guide introduces Leaders to the foundations of leading through change; providing you with strategies for dealing with change personally, leading your team through the change as well as providing insights into managing the change itself.
On Monday, September 10, 2012, Jim Kouzes, renowned leadership guru, presented his latest findings from his 25th anniversary, 5th edition book, The Leadership Challenge to a full house co-hosted by UCSC Extension Silicon Valley and SBODN, the South Bay Organization Development Network.
Leading through change workshop flow summaryIrina Burgess
key slides from interactive workshop on leading through change. Participants create their own video pitch to immediately transfer theory to practice within the workshop.
Practical approach to the situational leadership. Vadim NareykoVadim Nareyko
Presentation from the training "Management Psychology. Practical approach to the situational leadership". Vadim Nareyko. 2014
Contents:
- 4 types of leadership styles
- 4 types of individual style
- 3 meta-programs
- 4 levels of competence
- 3 types of service companies
This slide is an overview of the concept of organizational change. The Change needs, Change Forces, Change Methods, Resistance to Change with an example.
A guide on the principles to developing an easy, non intrusive mentoring framework, with a user friendly template, as an example, that can be adapted or borrowed for use.
Discover a quick, effective and simple way to communicate, plan and deliver a sustainable development project to donors, delivery organizations and delivering objectives in low literacy communities. It is also a very effective tool to design and monitor projects. This is a 14 page presentation but could be simplified to 12, less or more, depending on the complexity of the project and recipients.
A guide for planning, developing and achieving personal and business goals. Viewed from a perspective of the micro business and suitable for tutors, consultants, business owners and individuals alike.
This is a look at social research, within a community context. From sound academic footing, it is also suited for those new to conducting surveys academically or professionally. It presents the key points of consideration to plan, design and manage a qualitative research endeavour.
The final part on positioning, as an external change agent. This slide takes a further look at the concepts, theories and practice of ensuring effective delivery of expertise by management consultants in dynamic environments.
The technicalities of change management is often embedded within the skill set of management consultants. This presentation looks not at these skills but the positioning of the external change agent, within the context of the change cycle. Starting with where it all begins, this is part 1 of a 2 part presentation
Know Your Place: Role of the external change agent (1)
Leading People through Change
1. Leading People Through Change
Presentation by:
Ms. Funmi Ade
Ms. Funmi Ade- Leadership (acknowledge
1
reference & copy of various sources)
2. Change Unsatisfactory Present – Excellent Satisfaction (Alternative)
Need for things to be different.
The desire for a better future state
•Organizational Implications
•Magnitude of Change
•Project management capacity of organisation
Imperatives: Type of Organizational Culture
Task Culture
Role Culture
Person Culture
Power Culture
Ms. Funmi Ade- Leadership (acknowledge
2
reference to various sources)
3. Types of Change
Incremental Evolution Adaptation
Big Bang Revolution Reconstruction
Transformation Realignment =
End Result
Ms. Funmi Ade- Leadership (acknowledge
3
reference to various sources)
4. 7 S Model of Change
Style
Strategy Skills
Shared
values
Staff Systems
Structure
Ms. Funmi Ade- Leadership (acknowledge
4
reference to various sources)
5. People – the key to success- Internal
Ms. Funmi Ade- Leadership (acknowledge
5
reference to various sources)
6. People- Stakeholders - External
Stakeholders- Determine Concern Impact Confidence
Individuals Issues High Major Very confident
Organisations Some Fairly
Technical Medium
Groups- Minor Not at all
Process Low
People Indifferent None
Consumers, suppl
iers, interest Environment
groups
Important:
Stakeholder external & internal not
mutually exclusive
Ms. Funmi Ade- Leadership (acknowledge
6
reference to various sources)
7. Influencing People
Minimising
Resistance
Engaging and
Maximising Motivation
ANTI PRO
CHANGE CHANGE
FORCE TRADE PERSUADE INVOLVE COMMUNICATE
Ms. Funmi Ade- Leadership (acknowledge
7
reference to various sources)
8. People Considerations
• Capacity – do people have the skills, knowledge, ability to change?
• Psychology –
are people emotionally ready to change?
Letting go of the past
Ready for the future
• Failing to manage the psychological process causes resistance to change;
awareness of negatives should be factored in
Ms. Funmi Ade- Leadership (acknowledge
8
reference to various sources)
10. The Change Agent- (some) Styles of Leadership
1. Visionary Leadership – Leader sets direction by creating a vision that engages
people. People share the dream. Conclusion from the study authors: this best
practice leadership style is probably the overall most effective style, especially the
higher in the organization one progresses.
2. Democratic – Inclusion and participation show that each member is valued by this
leader. This is particularly effective when the leader is genuinely looking for ideas
or seeking to secure buy-in for a potential change. At some point, however, if
consensus cannot be reached the leader must make the decision and move ahead.
6. Commanding – Leader provides clear direction and makes all decisions. It can be
useful temporarily in a crisis, to jump-start a new initiative, or with a problem
employee, but use of the commanding style should be very limited.
3. Commanding – Leader provides clear direction and makes all decisions. It can be
useful temporarily in a crisis, to jump-start a new initiative, or with a problem
employee, but use of the commanding style should be very limited.
Ms. Funmi Ade- Leadership (acknowledge
10
reference to various sources)
11. Inspire a Shared Vision
The Kouzes and Posner Five Practices of Exemplary Leadership
1 of the set of attributes practice- rate yourself and develop leadership PDP
No ATTRIBUTES Score
1 Be clear about the strengths of the past.
2 Be aware of the values and motivations of those with whom you work.
3 Construct a vision statement, and have others add their feedback.
4 Keep your eye on the big picture, and keep heading on that path.
5 Speak positively.
6 Listen first and often.
Ms. Funmi Ade- Leadership (acknowledge
11
reference to various sources)
12. www.topformti.com
We deliver the ILM Strategic Leadership…….
Inspirational transformations at senior level
Ms. Funmi Ade- Leadership (acknowledge
12
reference to various sources)