When you communicate the change be aware that the impact will be different for different kinds of people. Take those different needs into account when you are planning the message. Then recognize the risk that different kinds of engagement might present.
Changing a culture is a real challenge! It is hard to do without losing the good things you have now. If you are serious about your vision and you really want to see your values in practice, then you may have some hard work ahead! But of course until you understand the culture you have now, you won’t know what you need to do, will you?
Stage 5 is about empowering action, over coming resistance and getting rid of obstacles to change. This is where your investment in Stages 1 to 4, begins to pay dividends. Kotter himself states that when Stages 1 to 4 are skipped, resistance is inevitable and this can destroy your change.People resist change because they fear loss. Here are some way to deal with obstacles.
The guiding team need to be visible and let people see you as the embodiment of the change you intend to make. Walk the Talk! The top team should be using the vision daily to make decisions and solve problems. And so should all those who are actively engaged. Keep it fresh and on everyone’s minds, then they will begin to remember it and respond to it.
Kotter model of leading change – Step One is to create a sense of urgency. This is what it means.
Putting together the right people to lead and manage the change initiative is critical to its success. It needs visible support from key people through out your organization. You must find the right people, instill in them a significant level of trust, and develop a shared objective.
I believe Leading Change is simply the best book around on its subject.
If a services organisation doesn’t know enough about change to know that people, and the leadership of people, are at the heart of any change then we really do have a long way to go to spread the message!
This is a great video from the INSEAD (the Business School) channel on YouTube on changing the hearts and minds of individuals as a necessary precursor to organizational change. The real engagement of individuals is key to success in organizational change
Effective leadership is an underlying theme throughout the teachings of the Dalai Lama. International managerial consultant Laurens van den Muyzenberg identified the business leadership undercurrent in the 1990s after he was hired to advise the Dalai Lama. Realizing the great potential in combining their respective expertise, van den Muyzenberg and the Dalai Lama co-authored The Leader’s […]