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1. 2 Change Readiness Assessment – Personal Based on your previous reflections, list the three most important changes in the left-hand column. You will.

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Presentation on theme: "1. 2 Change Readiness Assessment – Personal Based on your previous reflections, list the three most important changes in the left-hand column. You will."— Presentation transcript:

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2 2 Change Readiness Assessment – Personal Based on your previous reflections, list the three most important changes in the left-hand column. You will then evaluate each change on the various criteria, using a scale of 1 to 10. Please refer to the back of this page. Personal Change Planning: I planned in advance the steps I would take and knew clearly how to make the change Sense of Urgency: I knew that the price of failing to change was much greater than the price of changing Personal Support: My family and friends knew I was making a change and supported me Personal Focus: I devoted time to initiating and maintaining the change despite my busy schedule Impact on Results: I can measure the results of the change, and they are clear and significant TOTAL 1. 2. 3. Total for Change #1: _____ Total for Change #2 _____ Total for Change #3 _____. Total for the two highest changes: _____ Examine the Change Readiness Matrix and mark the intersection between Organizational Change and Leadership Change readiness. Secondary Education: LEADING CHANGE

3 3 Ready for Learning Ready for Change Ready for Resistance Ready for Frustration Organization Change Capacity Personal Change Capacity - Douglas B. Reeves, 2009 0100 50 0 100

4 4 Four imperatives of Cultural Change Define what will not change –Values, practices, traditions, relationships that will not be lost –Acknowledge/support colleagues’ need for stability Organizational culture will change with leadership actions –Learn new ways –Change attitudes, values and behaviors to make the adaptive leap necessary to succeed in the new environment Secondary Education: LEADING CHANGE

5 5 Four Imperatives of Cultural Change (continued) Use the right change tools for your system –Culture tools (rituals and traditions) –Power tools (authority, coercion) –Management tools (training, procedures, systems) –Leadership tools (role modeling, vision, mission) Change in culture requires relentless personal attention and “scut work” by the leader –Do unglamorous work –Take risks –Model change through personal example and public actions Secondary Education: LEADING CHANGE - Douglas B. Reeves, 2009

6 6 …… Neither management imperatives nor inspirational speeches will be sufficient to move people and organizations from their entrenched positions. -Douglas B. Reeves, 2009 Secondary Education: LEADING CHANGE

7 7 As leaders, we must take “practical steps to maximize the probability of success” - Douglas B. Reeves, 2009 Secondary Education: LEADING CHANGE

8 8 SUPPORTING CHANGE: Identify non-negotiables Assess and address personal change readiness Determine organizational change readiness Lead cultural change Secondary Education: LEADING CHANGE


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