This document discusses sustaining organizational change through cultivating self-efficacy, fulfilling leadership functions, and continuous learning. It emphasizes that effective leadership involves enabling teams, providing compelling direction, and setting clear objectives. Leadership is discussed as a team function rather than an individual role. Key aspects of effective team leadership include creating the right conditions for teamwork, interdependence toward a shared goal, clear membership, and coaching teams over time. Organizational change is resisted by human nature, so leadership must provide inclusion and honest conversations. Coordination, commitment, competence, and creativity are important for organizational success. The document outlines steps for leading organizational change, including developing a new direction, identifying barriers, communicating involvement, and monitoring progress.

1. Sustaining Organizational Change
Promoting effectiveness on all levels
Daryl Rother

2. Agenda
Cultivate self-efficacy for personal & organizational effectiveness.
Foster effectiveness by fulfilling leadership functions.
Discussion of what we have observed.
Individuals
Sustain organizational performance through continuous learning.
Teams
Organization
Questions

3. Self Efficacy
• When faced with obstacles, setbacks, or failures, those with
doubt slacken their efforts.
• Increasing job control without raising self-efficacy to manage
increased responsibilities proves to do more harm than good.
• Managers must create enactive mastery
experiences. (Learn through failure.)
• Create a culture of social modeling and
persuasion.

4. Self Efficacy
Self-efficacy
Enactive Efficacy Information
Interpretive biases, perceived task difficulty, effort
expenditure, amount of external aid received, situational
circumstances of performance.
Persuasory Efficacy
Information
Credibility, expertness,
consensus, degree of appraisal,
familiarity with task demands.
Somatic and Affective
Information
Degree of attention and focus,
level of arousal, situational
circumstances.
Vicarious Efficacy Information
Attribute similarity, performance similarity, mastery or
coping modeling, exemplification of strategies.

5. TRADITIONAL LEADERSHIP
• Head coach
• Conductor of an orchestra
• Captain of an airline
Leader Attribution Error
In an organization, there is no
learning when a leader is replaced.
• Enabled teams
• Compelling direction
• Challenging yet clear objectives
Everyone Can Exhibit Leadership
EFFECTIVE TEAM LEADERSHIP
Leadership as a Team
Effective team leadership ensures that the
functions most critical for achieving team
purposes are identified and fulfilled.

6. • Decide whether a team is appropriate for the work.
• Some work is better performed by individuals.
• Never form a team that is a team in name only.
• Decide what type of team to create.
• Is the group responsible, or an
assigned leader?
• Work in real time, or
distributed?
Effective Team Leadership

7. • Create structural and contextual conditions that facilitate
teamwork.
• Work interdependently for a unified goal.
• Understanding of membership.
• Coach the team to foster their
favorable performance situation.
• Beginning: motivational
efforts.
• Midpoint: Consult on
performance.
• End: Build knowledge and skill.
Effective Team Leadership

8. Right People
Team Leadership Landscape
Real Team
Compelling
Direction
Supportive
Context
Team Coaching
Sound
Structure The
Enablers
The
Essentials
Team Leadership

9. Organizational Behavior
• Organizational behavior is by
nature resistant to change.
• Humans employ emotional and
cognitive processes to defend
against perceived threats.
• Leadership can help by providing
inclusion with
change.

10. • COORDINATION
between functions
both internal and
customer facing.
• COMMITMENT to org.
and customer needs.
• COMPETENCE in the
activities critical to
success.
• CONVERSATIONS that
are honest no matter
how difficult.
• CREATIVITY and
innovation both
technical and
administrative.
Organizational Change

11. •Mobilize energy for change
Step 1
•Develop a new compelling direction - strategy and values
Step 2
• Identify organizational barriers to implementing the new direction
Step 3
•Develop a vision of how the business will be organized for success
Step 4
•Communicate and involve people in implementation
Step 5
•Support behavior change
Step 6
•Monitor progress and make further changes (adapt)
Step 7
How to Lead Change

12. To Learn More…
Handbook of Principles of
Organizational Behavior
• Edwin Locke
Leading Teams
• J. Richard Hackman

13. Thank You!
Let’s discuss what we have learned.
Daryl Rother