Sustaining change leadership that works
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This document discusses approaches to managing change leadership. It identifies four approaches to change: directive, self-assembly, mastering, and emergent. It also discusses four necessary leadership practices and four distinguishing leadership practices needed for change. The document advocates relinquishing power to situations and creating space for open dialogue, while still exercising responsibility as a leader. It emphasizes the importance of leaders changing within themselves and creating conditions for change rather than rigidly planning it.
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This document discusses organizational and cultural change. It begins by defining organizational culture and noting that culture change is the most challenging type of change for organizations to implement. It then discusses concepts like national culture, organizational culture, and learning stages related to change. The rest of the document discusses myths about change management and provides recommendations for ensuring a smooth change process with key steps like communicating vision, engaging employees, implementing and sustaining change, and rewarding progress.
5 Keys to Leading Change
If you are a leader who has struggled to get people onboard with a business initiative, check out this short presentation to discover the five keys to leading the people-side of change.
Change management
The document discusses change management training provided by a UK consultant. It covers several key points:
1) Organizations must manage change to adapt to rapid technological and social changes and maintain competitive advantage.
2) There are typically two approaches to change - incremental or fundamental transformation.
3) People often resist change due to fears around loss of control, unclear roles, and challenges to their credibility and beliefs.
4) Successful change involves creating a shared understanding of needs and goals, a common vision for the future, and building capacity for ongoing change through communication, training, and support structures.
Leader Vs Manager
1. The document discusses leadership and management concepts from various authors and experts. It provides definitions of different leadership styles and bases of power.
2. It also outlines the differences between managers and leaders, describing how leaders focus on inspiring and motivating people while managers focus more on processes and rules.
3. Advice is given on transitioning to a leadership role including creating momentum, securing early wins to build credibility, developing a vision and communication strategy, and seeking advice from trusted counselors.
Change Management
1. Change management is a structured approach to shifting an organization from its current state to a desired future state through initiatives like vision, strategy, resources and feedback. It can involve proactive or reactive changes.
2. Driving and restraining forces influence whether a change is successful, like a positive culture driving change or distrust restraining it. Leadership must motivate employees and effectively communicate the vision.
3. Kotter's eight-step model for successful change management involves steps like creating urgency, forming a coalition, communicating the vision and creating short-term wins to build momentum and anchor the change in the culture.
Change management
Change management is a systematic approach to dealing with change at both the organizational and individual level. It involves adapting to change, controlling change, and effecting change. There are different types of change like structural, cost cutting, process, and cultural change. There are also two main theories of change - Theory E which focuses on rapid shareholder value and cost cutting, and Theory O which emphasizes employee participation and building bonds between the enterprise and employees. For change to be successful, an organization needs to be change-ready by having respected leaders, personally motivated employees, and a non-hierarchical collaborative culture. Key steps to managing change include assessing change-readiness, developing participative approaches, giving employees a voice, and driving out fear.
Leadertypes
The leaders organized workers into efficient units to clear a road through dense jungle. Progress was excellent as the leaders monitored work and made adjustments. However, one day someone saw the overall situation and shouted that they were going the wrong way. This highlights that management is about efficiency but leadership ensures the overall goal and direction are correct.
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- 1. Sustaining Change Leadership that works Shashikanth Jayaraman Head - HR (South India), Bajaj Allianz Life Insurance Company Founder – HR Sangam
- 12. The Four NECESSARY practices “Needed to play”