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LeadingChange Presented for
Embassy Management LLC
Dr. Deb Hedderly
September 20, 2013
Learning Outcomes
 Why Dr. Deb and Change?
 Answer the question, “Why Study Change?”
 Understanding Internal and Extern...
Forces of Change
External
 Demographic characteristics
 Changing demands of people
with disabilities
 Technological adv...
Forces of Change
Internal
 Organizational Restructuring
 Reporting procedures
 Acquisitions
 Systems/Process Changes
...
Types of Organizational Change
Adaptive
Change
Innovative
Change
Radically
Innovative
Change
Reintroducing a
Familiar Prac...
Why Change Efforts Fail
 No sense of urgency
 Lack of a guiding coalition
 Lack of a powerful vision
 Under-communicat...
Why Change Efforts Fail
 Failure to remove obstacles
 Failing to celebrate along the way
 Declaring victory too soon
 ...
How to make your change effort
successful?
 Follow the multi-step
process that creates the
motivation to overcome
obstacl...
Leading Change – Step 1
 Establish a Sense of Urgency
 Uncomfortable with status quo
 Hold managers accountable
 Share...
Leading Change – Step 2
 Create the guiding coalition
 Positional power
 Expertise
 Credible individuals – emergent le...
Leading Change – Step 3
 Develop a vision and strategy
 Clarify direction
 Motivate people to take action
 Coordinate ...
Leading Change – Step 4
 Communicate the change vision
 Meetings, newsletters
 Analogy & metaphor
 Address inconsisten...
Leading Change – Step 5
 Empower broad-based action
 Change structure
 Provide needed training
 Align information syst...
Leading Change – Step 6
 Create short-term wins
 Provide evidence – change is
worth it
 Reward the change agents
 Give...
Leading Change – Step 7
 Consolidate gains and produce more change
 Celebrate wins and push for more and bigger change
...
Leading Change – Step 8
 Anchoring new approaches in the culture
 New approaches – better than the old
 Support from gu...
Leading Change – John P. Kotter
 “Organizations of the future will survive if they can manage
change successfully with a ...
Activity
 Identify one possible change initiative or opportunity
 Is there currently a sense of urgency?
 Identify who ...
Resources for Leading Change
 Biech, E. (2007). ThrivingThrough Change: A Leader’s Practical
Guide to Change Mastery
 Co...
Dr. deb hedderly leading change presentation
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Dr. deb hedderly leading change presentation

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Dr. deb hedderly leading change presentation

  1. 1. LeadingChange Presented for Embassy Management LLC Dr. Deb Hedderly September 20, 2013
  2. 2. Learning Outcomes  Why Dr. Deb and Change?  Answer the question, “Why Study Change?”  Understanding Internal and External forces that drive change  Understanding John Kotter’s 8 Steps to Change  How do I apply these steps with a current change initiative or new opportunity?
  3. 3. Forces of Change External  Demographic characteristics  Changing demands of people with disabilities  Technological advances  State Regulations  Funding Process
  4. 4. Forces of Change Internal  Organizational Restructuring  Reporting procedures  Acquisitions  Systems/Process Changes  Low Job Satisfaction
  5. 5. Types of Organizational Change Adaptive Change Innovative Change Radically Innovative Change Reintroducing a Familiar Practice Introducing a New Practice Introducing a New Practice to the Industry Low High Degree of Complexity and Resistance to change
  6. 6. Why Change Efforts Fail  No sense of urgency  Lack of a guiding coalition  Lack of a powerful vision  Under-communicating the vision- the goals
  7. 7. Why Change Efforts Fail  Failure to remove obstacles  Failing to celebrate along the way  Declaring victory too soon  Neglecting to anchor the change in the corporate culture
  8. 8. How to make your change effort successful?  Follow the multi-step process that creates the motivation to overcome obstacles  Make sure the process is driven by quality leadership and management in partnership
  9. 9. Leading Change – Step 1  Establish a Sense of Urgency  Uncomfortable with status quo  Hold managers accountable  Share information at all levels  Talk about future opportunities
  10. 10. Leading Change – Step 2  Create the guiding coalition  Positional power  Expertise  Credible individuals – emergent leaders  Trust  Sufficient change leadership
  11. 11. Leading Change – Step 3  Develop a vision and strategy  Clarify direction  Motivate people to take action  Coordinate efforts quickly & efficiently “If you can’t describe your vision to someone in five minutes and get their interest, you have more work to do in this phase of a transformational process.”
  12. 12. Leading Change – Step 4  Communicate the change vision  Meetings, newsletters  Analogy & metaphor  Address inconsistencies  Answer questions
  13. 13. Leading Change – Step 5  Empower broad-based action  Change structure  Provide needed training  Align information systems and people  Hold managers accountable & remove managers who get in the way
  14. 14. Leading Change – Step 6  Create short-term wins  Provide evidence – change is worth it  Reward the change agents  Gives credibility to change initiative  Provides evidence it’s working  Builds momentum  Neutralizes the “nay-sayers”
  15. 15. Leading Change – Step 7  Consolidate gains and produce more change  Celebrate wins and push for more and bigger change  People are promoted or brought in  Leadership continues to communicate the vision  Leadership from all levels  Duplicity is eliminated
  16. 16. Leading Change – Step 8  Anchoring new approaches in the culture  New approaches – better than the old  Support from guiding coalition  Key people changes  Promotion and reward systems
  17. 17. Leading Change – John P. Kotter  “Organizations of the future will survive if they can manage change successfully with a flattened hierarchy, managers that can lead, policies and procedures that support customers, systems that distribute performance data throughout the organization, where training and development of people is valued and the culture is externally oriented, empowered, quick to make decisions, open and more risk tolerant.”
  18. 18. Activity  Identify one possible change initiative or opportunity  Is there currently a sense of urgency?  Identify who would be part of the guiding coalition  Remember the ratio – 4:1  Draft a vision statement  Outline how this vision would be communicated  Face to face or using technology or both?  What needs to be done? Start to draft an action plan
  19. 19. Resources for Leading Change  Biech, E. (2007). ThrivingThrough Change: A Leader’s Practical Guide to Change Mastery  Cohen, D. (2005). The Heart of Change Field Guide:Tools and Tactics for Leading Change inYour Organization  Gilley, A. (2005). The Manger as Change Leader  Kotter, J. (2012). Leading Change  Kotter, J. (2012).The Heart of Change: Real Life Stories of How People ChangeTheir Organizations

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