Change vs transformation
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The document defines the key differences between change and transformation. Change refers to making improvements to current processes and is driven by tactics, while transformation involves shifting mindsets and beliefs to create a new future. Change focuses on methods and fixes the past and present, while transformation is driven by strategy and prescribes a new vision. External influence is high for change but minimal for transformation.
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Unfreezing
Changing
Refreezing
Planned
Change
Guided
Changing
Freezing
Rebalancing/
Translating
Unfreezing/
Improvising
Directed
Change
Present
State
Desired
State
Conceptualizing Change Processes
Low
Low
High
High
Business Complexity
Socio-Technical
Uncertainty
Authority
Acceptance
Persuasive Communication
A Question of Rhythm?
Leadership Styles
TASK FOCUS
PEOPLE FOCUS
LEARNING FOCUS
ORGANIZATIONAL EMPHASIS
INDIVIDUAL EMPHASIS
Commanding (Coercive)
Pacesetter
Visionary
(Authoritative)
Affiliative
Democratic
Coaching
EQ Adaptive Ability
Across Styles
Managers as Linking Pins
Middle Management …
“… story of gradual disempowerment in which reasonably healthy, confident and competent people become transformed into anxious, tense, ineffective and self-doubting wrecks.”
Barry Oshry, “Converting Middle Powerlessness to Middle Power,” National Productivity Review
Intervening in the MiddleConceptualizing and Understanding One’s Sphere of InfluenceControllables v. UncontrollablesControlled (Contained) EmpowermentLooking for Opportunities in AmbiguityPursuing “Small Wins”
Source: A.F. Buono & A.J. Nurick, “Intervening in the Middle: Coping Strategies in Mergers and
Acquisitions,” Human Resource Planning, 1992, vol. 15, no. 2.
Lewin’s Force-Field Analysis
Status Quo
Change Drivers
Change Resisters
2-
C
H
A
N
G
I
N
G
1-UNFREEZING
3-REFREEZING
KEY:
Own versus
Induced Forces
Dealing with ResistanceApproachUseAdvantagesDisadvantagesEducation +
CommunicationLack of or inaccurate infoHelps to inform and persuadeTime consuming, especially if many people are involvedParticipation + InvolvementInitiators do not have all info; others have considerable power to resistParticipation leads to commitment; recipient info integrated into change planTime consuming; participators can design inappropriate changeFacilitation + SupportResistance due to adjustment problemsBest way to cope with adjustment issuesCan be time consuming; can still failNegotiationSomeone/group loses out and has power to resistRelatively easy was to avoid problemsCan be expensiveManipulationOther tactics don’t’ workQuick, inexpensiveShort-term utility, can lead to future problemsExplicit + Implicit CoercionSpeed; you have powerSimple, straightforwardShort-term benefits, can be risky; retribution
“Managing” Your Boss
Understand your boss
Goals & Needs Working Style
Strengths & Weaknesses
Understand yourself
Goals & Needs Working Style
Strengths & Weaknesses How you react to your boss?
What do you do to help/hurt your relat ...
Waqas khichi management lecture chp 6
Managing change effectively is important to avoid potential negative consequences like declining productivity, passive and active resistance, and valuable employees leaving. If change is not managed, it can lead to disinterest, arguments about direction, and reverting back to old ways of working. However, effectively managing change through solid communication, building understanding of reasons for change, identifying and addressing resistance early, and demonstrating commitment can help ensure changes are smoothly and fully implemented to meet objectives.
Leadership
The document discusses various leadership styles and theories. It describes different leadership styles such as autocratic, democratic, and laissez-faire. It also outlines theories including trait theory, behavioral theory, contingency theory, transformational leadership theory, and transactional leadership theory. Additionally, it discusses factors that can influence a leader's style such as the type of business, risk level, importance of change, and organizational culture.
Cracking the Transformational Leadership Code
There’s more to leadership than having a notable title and being in charge of a team. You might have the authority to manage other people, but if you’re an unsuccessful leader, you won’t be able to guide and inspire your employees to accomplish their goals.
Leadership cannot be limited to just one fixed definition. Different individuals from various organisations around the world understand and apply their leadership qualities in a myriad of ways.
However, most of them may agree that leadership is not synonymous with designation titles, that it requires some form of social influence, and it’s more than just effective management skills.
In today’s complex, ever-changing environment, leaders with integrity, vision and commitment offer timeless assets to any organisation. But today, the best leaders also lead through influence, make decisions quickly and stay on top of the big picture.
These are transformational leaders—the kind of leaders that have a high level of awareness of the importance of emotional intelligence in leadership.
In this deck, you will learn;
1. What stands you out as a transformational leader
2. The tools and techniques for developing and refining your leadership skills.
3. The distinct difference between some leadership styles
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Managing change: from pain to gain | Talent Connect Anaheim
William Leahy, Customer Success Consultant, LinkedIn
Nicholas Stannard, Manager, Customer Success, Sale, LinkedIn
Change is hard, but it doesn't have to be painful. Navigating from aware to engaged takes time, but don't lose your hair over it. Change can be managed smoothly through inspiring your team, launching thoughtfully, measuring results, and rewarding creatively. Never underestimate the power of a small win.
Check out the best of Talent Connect: http://bit.ly/1MBqz6m
Presentation in management
Directing is the managerial function of leading subordinates to achieve organizational objectives. It involves inspiring, communicating, and guiding employees. Effective directing requires making plans understood, motivating workers, maintaining discipline, and ensuring good results through on-time output, quality work, and cost control. Key elements of directing include leadership, communication, delegation, decision making, policies/procedures, supervision, coordination, motivation, staff development, and conflict management. Directing aims to get maximum performance from employees by understanding their nature and motivating them using various theories.
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二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
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◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
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◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
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1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
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Change vs transformation
- 1. DEFINITION: CHANGE AND TRANSFORMATION • As we respond to life – personally, in companies, families & society at large – our needs primarily create CHANGE. The impetus is usually the need for tangibles - greater profit, efficiency, time, or luxury. So, we look at new ways to do things, use our resources and manage people. In business terms, this is called change management. And the result is usually “greater” or “more” ________ something. • Sometimes, our needs also propel TRANSFORMATION. The impetus is usually a need for intangibles – innovation, need for motivation, fulfilment, happiness or peace. Here, we start with a shift in our beliefs and perspectives. In business terms, this is sometimes called re-alignment or vision shift. And the result is usually a MADE BY HADIQA AAMER
- 2. CHANGE VS TRANSFORMATION Change Transformation Subscribes to Vision Prescribes Vision Fixes the Past and Current Creates the Future Driven by Tactics Driven by Strategy Focus on Methods and Processes Focus on Mindsets and Beliefs External Influence is High External Influence is Minimal Made by Hadiqa Aamer
- 3. • subscribe express or feel agreement with (an idea or proposal). • Prescribe state authoritatively or as a rule that (an action or procedure) should be carried out. • tactic an action or strategy carefully planned to achieve a specific end. • strategy a plan of action designed to achieve a long-term or overall aim. Made by Hadiqa Aamer
- 4. CHANGE VS TRANSFORMATION Made by Hadiqa Aamer Futur e Past Prese nt Change Manager's Job Fixing Transformati on Leader’s Job Creation
- 5. TRANSFORMATIONAL LEADERSHIP • Definition: Transformational Leadership is the process whereby a person engages with others and creates a connection that raises the level of motivation and morality in both the leader and the others. (Leadership by Peter Northouse, Pg. 186) • Some examples of transformational leaders are Gandhi, Mandela, Aung San Suu Kyi, and Malala Yousafzai. Much closer to the WAGGGS world, would you consider that Olave Baden-Powell was a transformational leader? Made by Hadiqa Aamer
- 6. TRANSFORMATIONAL LEADERSHIP • A transformational leader is first and foremost a role model for the vision and beliefs that she espouses. Her vision and her actions are aligned – she walks the talk! Made by Hadiqa Aamer
- 7. THE END Contact: Hadiqa Aamer Pakistan Girl Guides Association ICT Chapter hadiqaaamer@gmail.com hadiqaaamer@hotmail.com Made by Hadiqa Aamer