The document discusses a framework called "the kaleidoscope" for designing organizational changes. It identifies several key factors or "design choices" to consider when planning a change initiative, including the change path, start point, style, target, levers, and roles. These design choices are influenced by the organizational context, including considerations around time, scope, preservation of assets, diversity, capabilities, capacity, readiness, and power dynamics. The framework is intended to help change agents systematically design transition programs based on an analysis of these contextual factors.
How to make an organisation realy move towards the intended changes? How to overcome resistence.
Some slides of the total set I used during soms interesting client-meets-client days. (discussing actual issues with 4-6 customers)
MHRM587Foundational Model of ChangeManaging change is a .docxannandleola
MHRM587
Foundational Model of Change
Managing change is a complex process. Change does not occur in one great swoop. Few organizations manage the process as well as they would like. In order to make change work, organizations need to follow a process to enhance the probability of success versus just “winging it.” The following model of change provides one useful way to think about creating and implementing organization-wide change.
Basic Change Process Model
Consideration
Stimulus Driving Forces
Pre-Change
Validate Need
Preparation
Commit
Do –Check – Act
Implementation
RESULT
New Normal
Change
Active
Conscious
Culture
Passive
Unconscious
Pre-Change Paradigm
This is the first stage of the change journey.
Without a paradigm that encourages “active searching,” organizations can ignore important early warning signs and wait until a crisis highlights the need for change (i.e., scenario planning)
Make sure you know what is important?
Who is important?
What do they want?
How are you doing?
What could be improved?
Stimulus (Driving Forces) & Assessment
What are the driving forces or antecedents to change—internal and external.
How do these driving forces influence the organization’s business model and force new requirements for success?
Is change really necessary? Deciding the status quo is preferable is a productive learning activity.
Caution #1: What must be guarded against is any denial that any driving forces or stimuli for change exist.
Caution #2: Or when it’s recognized that change is required, the “disconfirming data” may induce anxiety which can obviate the change as necessary
Sound analysis of driving forces is a prerequisite to good change strategy
Validate Need
Establish compelling need for change.
Create a sense of urgency
Begin to create psychological safety
Begin to address the inertia of the existing status quo (resistance to change)
Transformation Leadership key framework in leading change
Preparation
Caution: Avoid premature action without first developing an effective plan for the change
What is the change vision?
What will success look like?
What are the criteria for success?
What resources + administrative support systems will be needed?
What is the timeline for this change?
What kind of change is required? Incremental? Transformational?
Commitment to Act
Is the planned action the most effective and efficient way to deliver the required change?
Begin the “unfreeze” process in the change cycle
Do-Check-Act
(Implementation)
Implementing change is the most challenging aspect of any change effort.
Once the momentum for change has been successfully launched, what is delivered must be effectively managed.
We will introduce several frameworks useful for this purpose during the course:
PDCA Cycle {Plan-Do-Act-Change}
Lewin’s 3-Phase Change Model
Kotter’s 8-Step Model
Nadler’s Congruence Model
McKinsey 7-S Framework + STAR Model
Others
New Normal
As organizational leadership recognizes, rewar ...
How to make an organisation realy move towards the intended changes? How to overcome resistence.
Some slides of the total set I used during soms interesting client-meets-client days. (discussing actual issues with 4-6 customers)
MHRM587Foundational Model of ChangeManaging change is a .docxannandleola
MHRM587
Foundational Model of Change
Managing change is a complex process. Change does not occur in one great swoop. Few organizations manage the process as well as they would like. In order to make change work, organizations need to follow a process to enhance the probability of success versus just “winging it.” The following model of change provides one useful way to think about creating and implementing organization-wide change.
Basic Change Process Model
Consideration
Stimulus Driving Forces
Pre-Change
Validate Need
Preparation
Commit
Do –Check – Act
Implementation
RESULT
New Normal
Change
Active
Conscious
Culture
Passive
Unconscious
Pre-Change Paradigm
This is the first stage of the change journey.
Without a paradigm that encourages “active searching,” organizations can ignore important early warning signs and wait until a crisis highlights the need for change (i.e., scenario planning)
Make sure you know what is important?
Who is important?
What do they want?
How are you doing?
What could be improved?
Stimulus (Driving Forces) & Assessment
What are the driving forces or antecedents to change—internal and external.
How do these driving forces influence the organization’s business model and force new requirements for success?
Is change really necessary? Deciding the status quo is preferable is a productive learning activity.
Caution #1: What must be guarded against is any denial that any driving forces or stimuli for change exist.
Caution #2: Or when it’s recognized that change is required, the “disconfirming data” may induce anxiety which can obviate the change as necessary
Sound analysis of driving forces is a prerequisite to good change strategy
Validate Need
Establish compelling need for change.
Create a sense of urgency
Begin to create psychological safety
Begin to address the inertia of the existing status quo (resistance to change)
Transformation Leadership key framework in leading change
Preparation
Caution: Avoid premature action without first developing an effective plan for the change
What is the change vision?
What will success look like?
What are the criteria for success?
What resources + administrative support systems will be needed?
What is the timeline for this change?
What kind of change is required? Incremental? Transformational?
Commitment to Act
Is the planned action the most effective and efficient way to deliver the required change?
Begin the “unfreeze” process in the change cycle
Do-Check-Act
(Implementation)
Implementing change is the most challenging aspect of any change effort.
Once the momentum for change has been successfully launched, what is delivered must be effectively managed.
We will introduce several frameworks useful for this purpose during the course:
PDCA Cycle {Plan-Do-Act-Change}
Lewin’s 3-Phase Change Model
Kotter’s 8-Step Model
Nadler’s Congruence Model
McKinsey 7-S Framework + STAR Model
Others
New Normal
As organizational leadership recognizes, rewar ...
The new era of change and transformationHelen Bevan
The slides that Helen Bevan presented at #LIIPSforum2016 25th November 2016. The event is organised by the Leicestershire Improvement, Innovation and Patient Safety Unit of the University of Leicester
Introduction to managing change
APM Enabling Change Specific Interest Group
a guide launch evening, with information from the SIG committee and authors and
a guest speaker Dr Mark Hughes
Tuesday 28 November 2017
Taxonomy of change models slideshare 201703Mark Simpson
Having worked in change environments for many years and used a wide range of change models for many different types of change we found it useful to collate and categorise models for ease of reference. We have used four types of classification:
Contextual – broader strategic or macro models that can be helpful in understand a context of change, or support for change - Nadler and Tushman, congruence model being an example
High level change model – change specific models, but at a broader, sometimes even conceptual model - Carnall, change management model as an example
Actionable Model – detailed, with defined stages and actions, for example Accelerating Implementation Methodology (AIM) Change Management Methodology
Supporting – models that underpin our approach to change, they can apply to specific elements of change or help to understand certain elements, for example - Beckhard and Harris, change formula
This was prepared for our middle managers to explain management of change. I've put some youtube videos which were important to explain theories: I recommend you to watch those videos as well. Hope that you'll find helpful.
Original article from the Flevy business blog can be found here:
http://flevy.com/blog/make-change-that-lasts/
Change is the only constant. – Heraclictus, Greek Philosopher
Change is the only constant in the work environment
Whether you are shifting office to another location, adopting a new practice or process, implementing an IT system, or re-engineering the business processes for an organization, change happens to everyone all the time.
However, many change initiatives have been short-lived as a result of the failure to manage and sustain the change.
For change to be successful and enduring, do take note of the key factors impacting change below:
1. Commitment from the top
To manage a change initiative, e.g. Lean transformation, there has to be constant commitment from the top management.
Conduct regular management reviews of the change implementation progress versus the plan to ensure that the roadmap and scope of change is well-defined, timelines or key milestones are adhered to, and resources such as people, time and money are put in place where they are needed.
2. Future state vision
Define and rally around a compelling vision for the future state. What are the potential threats? How urgent is the change? What are the risks if the organization does not change? How will you know when we get there?
Present the facts and findings such as flat earnings, rising costs, decreasing market share, and other relevant key indicators where necessary to create awareness and convince employees to buy-in to the change initiative.
Identify the key resistance issues and stakeholders who are impacted by the change and address them. Be prepared to deal with emotional and political issues.
Create a compelling vision and an urgency for change so as to move people out from their comfort zones to a change in behavior and the way they value-add to the business and customers.
How to Make Your Change Management Process a Massive Successalfredai53p
How to Make Your Change Management Process a Massive Success
By
Fourné, Glaser & Heyden
-
November 22, 2018
The most complex managerial role is to effectively drive the change management process in an organization.
Managers have to continuously alter their organizations to capitalize on opportunities and mitigate threats. In the wake of a generation that has seen global behemoths like Nokia, BlackBerry, and Kodak crippled, or Volkswagen and Deutsche Bank in distress, inaction and resistance to change have become acknowledged recipes for disaster.
Top and middle managers play complex co-dependent change roles in relation to the initiation and the execution of change.
Yet, when change fails, which it does two out of three times (Aiken and Keller, 2009; Kotter, 1996), middle managers are often hung out to dry. Indeed, change resistance studies often highlight middle managers as a hurdle to change (Fenton-O’Creevy, 2001), scapegoating them for unfavorable outcomes (Balogun, 2003).
However, insights from some of our recent research show that change, which is successfully driven from the core of the organization, is a story of managerial role reversal (Glaser, Fourné, & Elfring, 2015; Glaser, Stam, & Takeuchi, 2015; Heyden et al., 2017).
This is in large part due to middle managers’ ability to secure employee support for change –a key necessary condition for realizing change.
Rethinking ‘Traditional’ Managerial Change Roles in the Change Managment Process
Driving change can be dissected into two key managerial roles: Change initiation and change execution.
Change initiation
entails the ‘spark’ for change, where managers identify a compelling reason for change, establish the business case, get buy-in from stakeholders, and secure key resources.
Change execution
, in turn, is about realizing change plans, navigating the socio-political maze of the organization, refocusing existing routines, motivate employees, and reducing associated uncertainty for employees by breaking down long-term plans into digestible targets.
Initiating change has long been considered the domain of top managers, who take a ‘strategic’ view in re-aligning the organization with their interpretation of its environment and stakeholder demands. Middle managers, in turn, are entrusted with ‘tactical’ roles in executing changes advocated by the top, acting as linking pins between top managers and non-managerial employees.
The idea of the change initiation role residing with top managers, and tactical execution roles with middle managers, remains a deeply rooted assumption in management thinking.
But, are these notions of ‘who does what’ still applicable in the 21st century?
Why Management 101 is Wrong about Top
–
Down Change in the 21st Century
The top-down tradition tends to ascribe unique role expectations to top managers, such as driving ‘turnarounds’ (Chen and Hambrick, 2012). In playing this role, however, top managers often have to articulate a grand vision ...
BUS503, Module 4 - HomeThe Cycle of Change” ModelModular Le.docxjasoninnes20
BUS503, Module 4 - Home
The “Cycle of Change” Model
Modular Learning Outcomes
Upon successful completion of this module, the student will be able to satisfy the following outcomes:
•Case ◦Examine how the steps in the Cycle of Change Model were employed by a familiar organization to undertake a successful major organizational change.
•SLP ◦Examine how the material included in a journal article or textbook chapter that is of interest to the student may be applied to a personal or workplace change.
Module Overview
In this final module of the course, we will visit the Cycle of Change Model. There are six (6) distinct steps in this model of change, each of which we will discuss in-depth. The Cycle of Change Model encompasses the notion of “Change Management,” as well as the familiar process of “Project Management.” At the outset of the change process, a “driver” is identified, the change as a concept is made tangible (i.e., the systems, people, and processes are made tangible) and operationalized. The change is delivered and as stated by Campbell (2014), the change is propagated. Change is successful to the degree that the value (or benefits) recognized by the organization are the same or better than the value (benefits) stated at the outset of the organizational change and transformation process.
Clearly, excellent leadership is central to any organizational change or transformation. Excellent leadership is inspirational. It motivates (inspires) the organization’s people to assume an active role in the organizational change, in order that the value and benefits (outcomes) anticipated at the outset of the change management process are realized.
de Souza Watters, A. (2016, May 3). Abridged research report: A leader’s role in evoking inspiration in organisations. Civil Service College – Singapore. Retrieved from https://www.cscollege.gov.sg/Knowledge/Pages/Leadersroleininspiration.aspx
Module 4 - Background
The “Cycle of Change” Model
Required Reading
In Module 4, we will discuss the steps associated with organizational change:
1.Direct the change: The organization is focused toward a specific outcome or result; the nature of the change is clearly articulated and is universally agreed upon.
2.Drive the change: The vision is made known; the organization’s people are made aware of—and begin to take ownership of—the change. Driving the change is the process of ensuring that the people who are responsible are energized (momentum is the operative word at this stage of change). A single individual (the “driver”) of the change is identified.
3.Deliver the change: The change transitions from a concept to a tangible plan. It is at this stage the Project Management begins; the right people, systems and processes are identified and become involved in the change.
4.Prepare for the change: Prepare people; prepare the environment. This stage requires “Change Management” (management of change) and a “Change Manager.” The organization’s people must be rece ...
Define and compare the change management concept with the contingencemersonpearline
Define and compare the change management concept with the contingency approach. Drawing from this week’s lecture and readings, provide a specific example for either the change management concept or the contingency approach. How might cultural barriers and communication constraints affect the change process?
Week Four Lecture
Once the change has been decided and all driving factors have been determined, it is then the implementation process that takes the focus. Change management and action steps required are critical to successful outcomes. This week we look at the vision of the organization and the implementation of strategic change initiatives. Listen to the following podcast: Leading in times of transition (Links to an external site.)Links to an external site..
Kotter (1996) is a foundational author in the conversation of change management. His eight- step change management model is probably the most noted and quoted dialog for change implementation. Within this model we are reminded that there are specific actions that must be considered for change to be meaningful and ultimately sustainable. Developing the need for urgency and ensuring that the initiative meets the vision of the organization will help facilitate ownership by staff and ultimately embed the change in the culture. Each change initiative warrants its own model for success. What works in one situation may not necessarily work in another. However, without properly designed change models and an indicated process there quite possibly will be gaps in the implementation that could cause the initiative to fail. A collaborative effort throughout the organization promotes the concept of importance and inclusion. Cingoranelli (2003) believes that good communication is the key to a successful change process. It is alleged that the message of change must be communicated by the leader no less than seven times before most people will begin to believe that change is taking place or understand the concept of the change initiative itself. Being mindful of the individual perceptions of the change, the leader must refrain from presenting the lofty pie-in-the sky concept and make the change pertinent to those whose role it will be to make it work.
Change is multidimensional and requires a framework from both the constructive aspect and a personalized psychological dynamic (Rusly, Comer, & Sun, 2012). Change readiness is pivotal to the overall outcomes. Change readiness comes through precise and logical communication with all shareholders and stakeholders of the change effort. Understanding the context of change is important to being able to identify the gaps of continuity and sustainability. Managers who ignore the underlying factors that individuals use to process change will find themselves playing catch-up down the line.
Even with the most successful model used for the implementation, there are times that a change process may appear to be successful but over time it bec ...
Change is the only thing that is constant in life. Organizational always strive to achieve greater business return and hence the need to constantly review their strategies, structures and everything that could help their business strive better.
This presentation will help provide a little insight into the best approach toward achieving successful organizational change.
Taxonomy of change models Version 3.0 (July 2017)Mark Simpson
Having worked in change environments for many years and used a wide range of change models for many different types of change we found it useful to collate and categorise models for ease of reference
In this update to our taxonomy we have added Change Rx, Galbraith Star Model, Positive Deviance and Whole System Transformation; further enhancements are welcomed.
In compiling this taxonomy we were surprised at the volume of change related models, in some ways a testament to the views that change can be challenging and the search for a formulaic approach that it could be argued is not possible given that humans are wonderfully unique and change situations can be highly varied. Our view is that understanding, appreciation, empathy, flexibility and resilience coupled with a desire to learn are foundational capabilities that can help those delivering change to be in a resourceful state in order that they support others and deliver effective change.
We hope you find this taxonomy of use.
Mark Simpson
Head of Consultancy
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
The new era of change and transformationHelen Bevan
The slides that Helen Bevan presented at #LIIPSforum2016 25th November 2016. The event is organised by the Leicestershire Improvement, Innovation and Patient Safety Unit of the University of Leicester
Introduction to managing change
APM Enabling Change Specific Interest Group
a guide launch evening, with information from the SIG committee and authors and
a guest speaker Dr Mark Hughes
Tuesday 28 November 2017
Taxonomy of change models slideshare 201703Mark Simpson
Having worked in change environments for many years and used a wide range of change models for many different types of change we found it useful to collate and categorise models for ease of reference. We have used four types of classification:
Contextual – broader strategic or macro models that can be helpful in understand a context of change, or support for change - Nadler and Tushman, congruence model being an example
High level change model – change specific models, but at a broader, sometimes even conceptual model - Carnall, change management model as an example
Actionable Model – detailed, with defined stages and actions, for example Accelerating Implementation Methodology (AIM) Change Management Methodology
Supporting – models that underpin our approach to change, they can apply to specific elements of change or help to understand certain elements, for example - Beckhard and Harris, change formula
This was prepared for our middle managers to explain management of change. I've put some youtube videos which were important to explain theories: I recommend you to watch those videos as well. Hope that you'll find helpful.
Original article from the Flevy business blog can be found here:
http://flevy.com/blog/make-change-that-lasts/
Change is the only constant. – Heraclictus, Greek Philosopher
Change is the only constant in the work environment
Whether you are shifting office to another location, adopting a new practice or process, implementing an IT system, or re-engineering the business processes for an organization, change happens to everyone all the time.
However, many change initiatives have been short-lived as a result of the failure to manage and sustain the change.
For change to be successful and enduring, do take note of the key factors impacting change below:
1. Commitment from the top
To manage a change initiative, e.g. Lean transformation, there has to be constant commitment from the top management.
Conduct regular management reviews of the change implementation progress versus the plan to ensure that the roadmap and scope of change is well-defined, timelines or key milestones are adhered to, and resources such as people, time and money are put in place where they are needed.
2. Future state vision
Define and rally around a compelling vision for the future state. What are the potential threats? How urgent is the change? What are the risks if the organization does not change? How will you know when we get there?
Present the facts and findings such as flat earnings, rising costs, decreasing market share, and other relevant key indicators where necessary to create awareness and convince employees to buy-in to the change initiative.
Identify the key resistance issues and stakeholders who are impacted by the change and address them. Be prepared to deal with emotional and political issues.
Create a compelling vision and an urgency for change so as to move people out from their comfort zones to a change in behavior and the way they value-add to the business and customers.
How to Make Your Change Management Process a Massive Successalfredai53p
How to Make Your Change Management Process a Massive Success
By
Fourné, Glaser & Heyden
-
November 22, 2018
The most complex managerial role is to effectively drive the change management process in an organization.
Managers have to continuously alter their organizations to capitalize on opportunities and mitigate threats. In the wake of a generation that has seen global behemoths like Nokia, BlackBerry, and Kodak crippled, or Volkswagen and Deutsche Bank in distress, inaction and resistance to change have become acknowledged recipes for disaster.
Top and middle managers play complex co-dependent change roles in relation to the initiation and the execution of change.
Yet, when change fails, which it does two out of three times (Aiken and Keller, 2009; Kotter, 1996), middle managers are often hung out to dry. Indeed, change resistance studies often highlight middle managers as a hurdle to change (Fenton-O’Creevy, 2001), scapegoating them for unfavorable outcomes (Balogun, 2003).
However, insights from some of our recent research show that change, which is successfully driven from the core of the organization, is a story of managerial role reversal (Glaser, Fourné, & Elfring, 2015; Glaser, Stam, & Takeuchi, 2015; Heyden et al., 2017).
This is in large part due to middle managers’ ability to secure employee support for change –a key necessary condition for realizing change.
Rethinking ‘Traditional’ Managerial Change Roles in the Change Managment Process
Driving change can be dissected into two key managerial roles: Change initiation and change execution.
Change initiation
entails the ‘spark’ for change, where managers identify a compelling reason for change, establish the business case, get buy-in from stakeholders, and secure key resources.
Change execution
, in turn, is about realizing change plans, navigating the socio-political maze of the organization, refocusing existing routines, motivate employees, and reducing associated uncertainty for employees by breaking down long-term plans into digestible targets.
Initiating change has long been considered the domain of top managers, who take a ‘strategic’ view in re-aligning the organization with their interpretation of its environment and stakeholder demands. Middle managers, in turn, are entrusted with ‘tactical’ roles in executing changes advocated by the top, acting as linking pins between top managers and non-managerial employees.
The idea of the change initiation role residing with top managers, and tactical execution roles with middle managers, remains a deeply rooted assumption in management thinking.
But, are these notions of ‘who does what’ still applicable in the 21st century?
Why Management 101 is Wrong about Top
–
Down Change in the 21st Century
The top-down tradition tends to ascribe unique role expectations to top managers, such as driving ‘turnarounds’ (Chen and Hambrick, 2012). In playing this role, however, top managers often have to articulate a grand vision ...
BUS503, Module 4 - HomeThe Cycle of Change” ModelModular Le.docxjasoninnes20
BUS503, Module 4 - Home
The “Cycle of Change” Model
Modular Learning Outcomes
Upon successful completion of this module, the student will be able to satisfy the following outcomes:
•Case ◦Examine how the steps in the Cycle of Change Model were employed by a familiar organization to undertake a successful major organizational change.
•SLP ◦Examine how the material included in a journal article or textbook chapter that is of interest to the student may be applied to a personal or workplace change.
Module Overview
In this final module of the course, we will visit the Cycle of Change Model. There are six (6) distinct steps in this model of change, each of which we will discuss in-depth. The Cycle of Change Model encompasses the notion of “Change Management,” as well as the familiar process of “Project Management.” At the outset of the change process, a “driver” is identified, the change as a concept is made tangible (i.e., the systems, people, and processes are made tangible) and operationalized. The change is delivered and as stated by Campbell (2014), the change is propagated. Change is successful to the degree that the value (or benefits) recognized by the organization are the same or better than the value (benefits) stated at the outset of the organizational change and transformation process.
Clearly, excellent leadership is central to any organizational change or transformation. Excellent leadership is inspirational. It motivates (inspires) the organization’s people to assume an active role in the organizational change, in order that the value and benefits (outcomes) anticipated at the outset of the change management process are realized.
de Souza Watters, A. (2016, May 3). Abridged research report: A leader’s role in evoking inspiration in organisations. Civil Service College – Singapore. Retrieved from https://www.cscollege.gov.sg/Knowledge/Pages/Leadersroleininspiration.aspx
Module 4 - Background
The “Cycle of Change” Model
Required Reading
In Module 4, we will discuss the steps associated with organizational change:
1.Direct the change: The organization is focused toward a specific outcome or result; the nature of the change is clearly articulated and is universally agreed upon.
2.Drive the change: The vision is made known; the organization’s people are made aware of—and begin to take ownership of—the change. Driving the change is the process of ensuring that the people who are responsible are energized (momentum is the operative word at this stage of change). A single individual (the “driver”) of the change is identified.
3.Deliver the change: The change transitions from a concept to a tangible plan. It is at this stage the Project Management begins; the right people, systems and processes are identified and become involved in the change.
4.Prepare for the change: Prepare people; prepare the environment. This stage requires “Change Management” (management of change) and a “Change Manager.” The organization’s people must be rece ...
Define and compare the change management concept with the contingencemersonpearline
Define and compare the change management concept with the contingency approach. Drawing from this week’s lecture and readings, provide a specific example for either the change management concept or the contingency approach. How might cultural barriers and communication constraints affect the change process?
Week Four Lecture
Once the change has been decided and all driving factors have been determined, it is then the implementation process that takes the focus. Change management and action steps required are critical to successful outcomes. This week we look at the vision of the organization and the implementation of strategic change initiatives. Listen to the following podcast: Leading in times of transition (Links to an external site.)Links to an external site..
Kotter (1996) is a foundational author in the conversation of change management. His eight- step change management model is probably the most noted and quoted dialog for change implementation. Within this model we are reminded that there are specific actions that must be considered for change to be meaningful and ultimately sustainable. Developing the need for urgency and ensuring that the initiative meets the vision of the organization will help facilitate ownership by staff and ultimately embed the change in the culture. Each change initiative warrants its own model for success. What works in one situation may not necessarily work in another. However, without properly designed change models and an indicated process there quite possibly will be gaps in the implementation that could cause the initiative to fail. A collaborative effort throughout the organization promotes the concept of importance and inclusion. Cingoranelli (2003) believes that good communication is the key to a successful change process. It is alleged that the message of change must be communicated by the leader no less than seven times before most people will begin to believe that change is taking place or understand the concept of the change initiative itself. Being mindful of the individual perceptions of the change, the leader must refrain from presenting the lofty pie-in-the sky concept and make the change pertinent to those whose role it will be to make it work.
Change is multidimensional and requires a framework from both the constructive aspect and a personalized psychological dynamic (Rusly, Comer, & Sun, 2012). Change readiness is pivotal to the overall outcomes. Change readiness comes through precise and logical communication with all shareholders and stakeholders of the change effort. Understanding the context of change is important to being able to identify the gaps of continuity and sustainability. Managers who ignore the underlying factors that individuals use to process change will find themselves playing catch-up down the line.
Even with the most successful model used for the implementation, there are times that a change process may appear to be successful but over time it bec ...
Change is the only thing that is constant in life. Organizational always strive to achieve greater business return and hence the need to constantly review their strategies, structures and everything that could help their business strive better.
This presentation will help provide a little insight into the best approach toward achieving successful organizational change.
Taxonomy of change models Version 3.0 (July 2017)Mark Simpson
Having worked in change environments for many years and used a wide range of change models for many different types of change we found it useful to collate and categorise models for ease of reference
In this update to our taxonomy we have added Change Rx, Galbraith Star Model, Positive Deviance and Whole System Transformation; further enhancements are welcomed.
In compiling this taxonomy we were surprised at the volume of change related models, in some ways a testament to the views that change can be challenging and the search for a formulaic approach that it could be argued is not possible given that humans are wonderfully unique and change situations can be highly varied. Our view is that understanding, appreciation, empathy, flexibility and resilience coupled with a desire to learn are foundational capabilities that can help those delivering change to be in a resourceful state in order that they support others and deliver effective change.
We hope you find this taxonomy of use.
Mark Simpson
Head of Consultancy
Similar to Italy agileday2011 dis_kaleidoscope (20)
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Safalta Digital marketing institute in Noida, provide complete applications that encompass a huge range of virtual advertising and marketing additives, which includes search engine optimization, virtual communication advertising, pay-per-click on marketing, content material advertising, internet analytics, and greater. These university courses are designed for students who possess a comprehensive understanding of virtual marketing strategies and attributes.Safalta Digital Marketing Institute in Noida is a first choice for young individuals or students who are looking to start their careers in the field of digital advertising. The institute gives specialized courses designed and certification.
for beginners, providing thorough training in areas such as SEO, digital communication marketing, and PPC training in Noida. After finishing the program, students receive the certifications recognised by top different universitie, setting a strong foundation for a successful career in digital marketing.
2. The change flow chart Source: Balogun & H. Haley, 2008 Analyse competitive position: change need ed Identify desired future state Why and what Manage the transition: leadership issues Evaluate the change outcomes Design transition: levers and mechanisms Identify change approach Analyse change context How
3. The kaleidoscope Source: Balogun & H. Haley, 2008 Design Choices Change path Change start point Change style Change target Change levers Change roles To THEN design the program Organizational change context Design Choices Change path Change start point Change style Change target Change levers Change roles Time Scope Preservation Diversity Capability Capacity Readiness Power Understanding The context
4. The kaleidoscope Source: Balogun & H. Haley, 2008 Time Organizational change context Design Choices Change path Change start point Change style Change target Change levers Change roles Time Scope Preservation Diversity Capability Capacity Readiness Power
5.
6. The kaleidoscope Source: Balogun & H. Haley, 2008 Time Scope Organizational change context Design Choices Change path Change start point Change style Change target Change levers Change roles Time Scope Preservation Diversity Capability Capacity Readiness Power
7.
8. The kaleidoscope Source: Balogun & H. Haley, 2008 Time Scope Preservation Organizational change context Design Choices Change path Change start point Change style Change target Change levers Change roles Time Scope Preservation Diversity Capability Capacity Readiness Power
9.
10. The kaleidoscope Source: Balogun & H. Haley, 2008 Time Scope Preservation Diversity Organizational change context Design Choices Change path Change start point Change style Change target Change levers Change roles Time Scope Preservation Diversity Capability Capacity Readiness Power
11.
12. The kaleidoscope Source: Balogun & H. Haley, 2008 Time Scope Preservation Diversity Capability Organizational change context Design Choices Change path Change start point Change style Change target Change levers Change roles Time Scope Preservation Diversity Capability Capacity Readiness Power
13.
14. The kaleidoscope Source: Balogun & H. Haley, 2008 Time Scope Preservation Diversity Capability Capacity Organizational change context Design Choices Change path Change start point Change style Change target Change levers Change roles Time Scope Preservation Diversity Capability Capacity Readiness Power
15.
16. The kaleidoscope Source: Balogun & H. Haley, 2008 Time Scope Preservation Diversity Capability Capacity Readiness Organizational change context Design Choices Change path Change start point Change style Change target Change levers Change roles Time Scope Preservation Diversity Capability Capacity Readiness Power
17.
18. Do you perceive the urgency to change like this ... | 3HH-05731-5003-DFZZA
33. Designing the transition: looking at the context! Design Choices Change path Change start point Change style Change target Change levers Change roles Source: Balogun & H. Haley, 2008 Time (Neutral) Scope (Negative) Preservation (Neutral) Diversity (Neutral) Capability (Negative) Capacity (Neutral) Readiness (Negative) Power (Negative) Change Kaleidoscope for real case organization Positive features facilitate change, negative features hinder change
Si assume che le azioni da intrapprendere siano strettamente legate all’ analisi di alcuni parametri e le misure da adottare cambino in funzione di questi. Gli stages 1 e 2 sono da indirizzare tramite una strategia aziendale (vision & missoin). Gli stage 3, 4 e 5 sono indirizzati da questa presentazione con un discreto dettaglio.
L’ analisi dei parametri contestuali, quelli nell’ anello intermedio consentono di formulare delle scelte di ‘design’ il piu’ possibile legate al contesto che non e’ mai lo stesso e all’ interno della stessa organizzazione puo’ cambiare in funzione del momento o delle spinte esterne (ad es. crisi dovute a situazioni di mercateo contingenti). Di qui il concetto di caleidoscopio. Il modello è stato ideato da un team di professori della Cass Business School, City University di Londra (Università pubblica di ricerca).
L’ analisi dei parametri contestuali, quelli nell’ anello intermedio consentono di formulare delle scelte di ‘design’ il piu’ possibile legate al contesto che non e’ mai lo stesso e all’ interno della stessa organizzazione puo’ cambiare in funzione del momento o delle spinte esterne (ad es. crisi dovute a situazioni di mercateo contingenti).
How quickly is change needed ? Is the organization in crisis or is concerned with longer-term strategic development ? Glaxo ad esempio viveva di rendita sui brevetti di largo successo ma era ben conscia che senza azioni incisive allo scadere di detti brevetti si sarebbero materializzati grossi problemi a medio-lungo termine. Il tempo può influenzare i target (si possono indirizzare i values oppure gli output) e anche la presenza di un change lead può essere interna oppure ci si può affidare ad un consulente esterno a seconda della fretta con cui occorre organizzare il cambiamento.
In sostanza si tratta di definire quanto il cambiamento deve essere profondo ( cambiare i paradigmi ? Riaggiustare parzialmente procedure di sviluppo ?) e quanto largamente deve interessare l’ organizzazione ( solo un dipartimento, ad esempio R&D ) oppure più allargato coinvolgendo più enti com Product Managers ? Nella letteratura si trovano pochissimi casi in cui si sia intrapresa la via della Revolution. Molto più comune il caso di rapido sviluppo di alcune capacità non sufficientemente presenti nell’ organizzazione seguito da un cambiamento più profondo, ma più tranquillo in termini temporali (evolution).
Intangibile = canali di comunicazione non codificati, esperienza, conoscenza profonda dei meccanismi interni di clienti importanti spesso non sono misurabili e/o visibili e il rischio è quello di non tenerne conto nei ridimensionamenti organizzativi attuati sulla base del numero di persone. Difficile è la modifica di comportamenti che nel passato erano punti di forza dell’ organizzazione (unlearning): in tal caso le necessità di preservare comportamenti importanti non salva l’ organizzazione da un cambiamento di mentalità riguardante aspetti fondamentali. if it is more to do with retention of particular staff groups the style of change could be collaborative or educative to avoid to alienate them and change outputs design could be more effective
Un’ iniziativa che va bene in California probabilmente non potrà essere trasportata senza adattamenti opportuni in Cina. Anche gruppi aventi professioni affini (es. dottori in una azienda ospedaliera e infermieri) possono essere portatori di elementi di diversità su cui può essere necessario operare in funzione dell’ obiettivo che si vuole cogliere, ad esempio una maggiore attenzione all’ organizzazione complessiva piuttosto che alla singola realtà locale. In generale in grandi organizzazioni può essere opportuno definire obiettivi globali e lasciare che localmente questi vengano integrati e/o declinati in maniera da essere efficacemente compresi. ASB , Lucent.
Si può fare l’ analogia del viaggiatore esperto che si prepara per un lungo viaggio in aereo, rispetto ad uno che non tiene in conto di questi parametri e arriva a destinazione distrutto. Qualche volta si confonde la capacità a ereditare o diffondere nuove procedure organizzative con la capacità di cambiare. Non basta avere generiche capacità per gestire il cambiamento ma si deve essere attrezzati per il contesto che si sta affrontando. Il paragone con il viaggio potrebbe continuare facendo l’ esempio di due viaggiatori uno abituato a fare voli solo a corto raggio e l’ altro invece ormai abituato a voli intercontinentali. A livello individuale spesso nelle campagne di assunzione si tiene conto più della flessibilità e intelligenza dimostrate che delle conoscenze specifiche del lavoro proposto.
L’ analisi dei parametri contestuali, quelli nell’ anello intermedio consentono di formulare delle scelte di ‘design’ il piu’ possibile legate al contesto che non e’ mai lo stesso e all’ interno della stessa organizzazione puo’ cambiare in funzione del momento o delle spinte esterne (ad es. crisi dovute a situazioni di mercateo contingenti).
La pratica mostra che nelle organizzazione dove non si sono stanziati fondi a sufficienza a lungo andare la ricettività l cambiamento è stata sostituita da un cinismo crescente e dalla sfiducia nella possibilità di cambiare (è chiamata la ‘Repetitive change syndrome’). Importante è il tempo a disposizione dei managers che spesso sono schiacchiati between the pressure of change and the need to assure the business continuity
L’ analisi dei parametri contestuali, quelli nell’ anello intermedio consentono di formulare delle scelte di ‘design’ il piu’ possibile legate al contesto che non e’ mai lo stesso e all’ interno della stessa organizzazione puo’ cambiare in funzione del momento o delle spinte esterne (ad es. crisi dovute a situazioni di mercateo contingenti).
Are they both aware of the need for change and motivated to deliver the changes ? Il commitment può non essere ottenuto . Può essere svantaggioso a livello personale (es. viene perso potere o persino si rischia di perdere il lavoro). In qualche caso può essere che ci sia necessità di cambiare nonostante l’ altro grado di soddisfazione e\\o di successo dell’ organizzazione: di qui la difficoltà di innescare il processo di rilascio delle energie relative. La teoria degli Hot Spot (analizza le condizioni in cui si generano: generalmente boundary spanning e cooperative mindset.
L’ analisi dei parametri contestuali, quelli nell’ anello intermedio consentono di formulare delle scelte di ‘design’ il piu’ possibile legate al contesto che non e’ mai lo stesso e all’ interno della stessa organizzazione puo’ cambiare in funzione del momento o delle spinte esterne (ad es. crisi dovute a situazioni di mercateo contingenti).
Dove sono i centri di potere dell’ organizzazione ? La scelta migliore in una organizzazione può non essere possibile perché ad esempio bloccata da una powerful coaliction con la quale occorre fare in conti. A stakeholder analysis enable a change agent to consider what to do to gain support from those who hold the power and are against the change or are ambivalent to them. It also enables to consider how weaker stakeholders can be used to help endorse change.
In generale i middle managers / functional team leaders sono coloro che hanno i maggiori concerns riguardo all ’ evoluzione del modo di lavorare in senso Agile. Uno dei fattori fondamentali da tenere in conto è l ’ evoluzione personale all ’ interno dell ’ organizzazione nel nuovo assetto di ruoli che Agile/Scrum necessariamente porta con sé. Per questo meritano un ’ attenzione particolare: training e info session possono non bastare e powerful middle managers possono fare fallire o pesantemente limitare una transizione. Un organizzazione può essere molto abile nell ’ attuare ‘ operational change ’ e anche a mettere in campo best-practices, ma da questo non deriva direttamente il fatto che tale org .sia in grado di gestire un trasformazione organizzativa interna di livello significativo.
In generale i middle managers / functional team leaders sono coloro che hanno i maggiori concerns riguardo all ’ evoluzione del modo di lavorare in senso Agile. Uno dei fattori fondamentali da tenere in conto è l ’ evoluzione personale all ’ interno dell ’ organizzazione nel nuovo assetto di ruoli che Agile/Scrum necessariamente porta con sé. Per questo meritano un ’ attenzione particolare: training e info session possono non bastare e powerful middle managers possono fare fallire o pesantemente limitare una transizione. Un organizzazione può essere molto abile nell ’ attuare ‘ operational change ’ e anche a mettere in campo best-practices, ma da questo non deriva direttamente il fatto che tale org .sia in grado di gestire un trasformazione organizzativa interna di livello significativo.
La maggior parte delle trasformazioni passa da una rapida reconstruction ad una evolution. Difficile trovare casi di revolution che deve essere spinta da motivi di crisi molto seri dovendo superare tutta una serie di difficoltà organizzative che senza una crisi concreta richiederebbero molto tempo. Da sottolineare che si parla di ‘design path’ e quindi gli stati che sono indicati sono sempre collegati tra loro da un percorso evolutivo.
Particolare cura va messa nell’ organizzazione dei Pilot (es. Agile). Per esempio il massimo dell’ attenzione va data alla comunicazione con il resto dell’ organizzazione che lavora in maniera tradizionale per consentire uno scambio di informazioni il piu’ possibile obiettivo e legato alla realtà dei fatti. Ad esempio organizzazioni disperse nel mondo possono essere candidate a sviluppare pilot che poi possono essere replicati altrove. Opinion leaders onsite!!
Non ci sono ricette preconfezoinate ma un continuum tra uno stile e l’ altro in funzione in della cultura e delle caratteristiche delle organizzazioni. Education and delegation. Ad esempio impostare uno stile collaborativo significa non solo consultare I componenti l’ organizzazione ma anche tenere in conto le loro opinioni e motivare ogni decisione sia che sia in linea con le loro aspettative sia che non lo sia. Coercion is a possible style, implying a crisis: change can be achieved using power allowing a prompt action. Si differenzia da quello directive per il fatto che in quel caso l’ implementazione viene venduta allo staff, in questo caso viene imposta via power. It is usually less time consuming but, requiring potentially less support and commitment, the proposed changes may be resisted.
. Focus sugli outputs è tipico di quando un alto livello di autonomia è richiesto oppure un rapido performance improvement deve essere implementato così che il tutto si trasformi in change in behaviors. Outputs and may be used to indirectly affect behavior. Behaviors may be used to indirectly affect values
Attitude is “a state of mind or feeling with regard some matter” and behavior “the manner of conduction onelsef, the response of an indidivual or a group to its environment” High risk to produce only empty slogans if, for instance, it will materialize without a deep support from senior managers! If the organization changes also individuals can change, forced behavior change e.g. roles, responsibilities, relationships is followed by attitude change. Il percorso scelto è quello di partire dall’ attitudine per poi avere cambiamenti di behavior e quindi impatti sul funzionamento dell’ organizzazione.
Routine, Rituals (eventi specifici), Stories (cosa abbiamo fatto), Symbolic (logo e uffici), Control systems (measurement and reward systems), Power structures, Organization structures che si possono semplificare con quelli indicati qui sopra. Importante è scegliere i canali di comunicazione più appropriati altrimenti specialmente nel caso dei behavior e dei valori. I managers continuano ad usare il vecchio linguaggio anche se si parla di cambiamento.
I ruoli non sono mutualmente esclusivi. Non si dovrebbe parlare di ruoli in termine tecnico ma di leadership, intesa come capacità di motivare prima di tutto sè stessi e poi lo staff con cui si lavora. Nella terminologia anglosassone si fa differenza tra leader e manager. Essendo il secondo capace di gestire risorse, committare obiettivi e sorvegliare che non ci siano scostamenti attraverso un monitoraggio accurato di budget e stato dei progetti.
The struggle to change is primarily emotional, not rational. Da qui si parte a definire quali aspetti dell’ organizzazione vanno monitorati per definire poi le scelte di design.
L’ analisi dei parametri contestuali consente di formulare delle scelte di ‘design’. In questo caso appare subito evidente che ‘ readiness ’ e ‘ capability ’ sono parametri negativi e vanno modificati selezionando opportune scelte di design. Il tempo al momento non sembra essere un fattore determinante , probabilmente l’ organizzazione non è in crisi o comunque non percepisce di esserlo in maniera particolare.
Avendo in mente una transizione verso Agile, spread over differenti organizzazioni aventi differenti mentalità, sembra molto importante in questa fase tenere in conto che la ‘capability’ sia una feature da sviluppare prima di fare una transizione del tipo transformation. Sono gia’ stati identificati in questa fase numerosi livelli di resistenza al cambiamento non solo dovuti alla non completa comprensione della direzione in cui si vuole andare, ma anche a dubbi sulla nuova possibile organizzazione e timore sui nuovi ruoli che si vanno configurando.
Readiness: middle management non è conscio del fatto che il prodotto pur essendo ancora competitivo spesso non è in grado di offrire quel margine che altre organizzazioni interne ed esterne invece sembrano offrire. Il senso dell’ urgenza del cambiamento non è sufficiente diffuso e la comunicazione di questo fatto non è stata sostenuta adeguatamente. Questo non vale solo per il middle management ma anche per il resto dello staff che è spesso completamente ignaro della necessità di cambiare. Anche il power non è sufficientemente consolidato. Non c’e’ una coalizione in grado di condividere una visione comune e quindi agire di conseguenza all’ interno del tessuto organizzativo veicolando un messaggio univoco. Il power al momento risiede tutto nel VP che non ha per il momento tempo sufficiente per sostenere le iniziative intrapprese. Il change lead non è sufficientemente empowered.
Uno starting point top-down ha il drawback di incontrare almeno all’ inizio resistenza di gruppi e/o lobbies che non coinvolte si vedono modificare modi di lavorare o procedure senza essere troppo coinvolti dal processo di revisione delle stesse.
Gli workshop che sono stati tenuti si sono rivelati dei buoni propulsori.L’ assegnazione di incarichi relativi al cambiamento a figure sino a quel momento restie a cambiare ha mostrato di essere una buona leva.
Rapida reconstruction seguita da una più pervasiva ma incrementale evolution. Nella prima fase si agisce su quelle feature che sono state giudicate essere ostacoli al cambiamento e sarebbe da ostacolo insormontabile per una trasformazione più profonda. In sostanza l’ organizzazione deve maturare al suo interno capacità di leadership oltreché di management.
Si pensa per ora che puntando sull ’ improvment della collaborazione, incrementando il grado di empatia tra i team e i dipartimenti si possano raggiungere risultati adeguati impattando in tal modo behavior e il sistema di sviluppo complessivo. Nella successiva evoluzione non si potrà fare a meno di ridefinire i ruoli organizzativi e quindi disegnare un modo di lavorare differente in termini di output/kpis. Si pensa di derivare da una chiara visione una strategia e quindi una missione da declinare nel dettaglio e diffondere presso tutta l’ organizzazione.