Week 3D Dynamics
Changes take place in every organization. There are three challenges that leaders in any organization face when managing change: Instability, uncertainty, and stress. In response to these three challenges and to overcome resistance to change, 12 action steps have been developed. In this essay, you will address the action steps you witnessed in your organization.
Please write an essay no less than 200 words expressing your thoughts, addressing the following:
A change initiative that you witnessed in your current or former organization, identify how the action steps either matched or fell short of the action steps identified in Chapter 5, “Winning Hearts and Minds: Overcoming the Obstacles to Change,” in Champions of Change. Please address each action step in your answer. (attached with action steps.)
Action Step 1: Build the Support of Key Power Groups
Assuring support for change among key power groups should begin well before the change is announced.
Action Step 2: Use Leader Behavior to Generate Support
The second technique for designing the campaign for change is to employ leader behavior to create support
Action Step 3: Use Symbols and Language Deliberately
The third technique for building support lies in the deliberate use of symbols and language.
Action Step 4: Define Points of Stability
The fourth technique for shaping the political dynamics and building support is to define points of stability.
Action Step 5: Create Dissatisfaction with the Current State
To get to a desired future state, first create dissatisfaction with the current state. Change runs directly counter to our normal desire for stability.
Action Step 6: Build Participation in Planning and Implementing Change
Because there is absolutely no doubt that the more you can engage people in a process, the more successful it will be, build participation in planning and implementing change.
Action Step 7: Reward Behavior in Support of Change
The third technique for overcoming anxiety is to reward behavior in support of change.
Action Step 8: Provide People Time and Opportunity to Disengage from the Old
Finally, in motivating change it’s essential to provide the time and opportunity for people to disengage from the current state.
Action Step 9: Develop and Communicate a Clear Image of the Future State
It’s up to the leaders to develop and communicate a clear image of the future state
Action Step 10: Use Multiple Leverage Points
Use multiple leverage points to achieve change.
Action Step 11: Develop Transition Management Structures
Be prepared to employ transition management structures.
Action Step 12: Collect and Analyze Feedback
One of the normal processes that frequently runs aground amid the confusion of the transition state is the routine collection of data and feedback