Leading Change Stephanie Shi, PhD October, 2016

Learn a systemic approach to lead organizational change OBJECTIVES Learn a systemic approach to lead organizational change Apply the model to assess real challenges at work Identify and prioritize leadership actions to impact change

Challenges in Organizations: What is a change you are trying or would like to make in your organization? What are the obstacles?

Falsely urgent – firefighting Complacent Common obstacles: Disengaged Falsely urgent – firefighting Complacent Lopsided – management vs. leadership Siloed

8 Biggest Mistakes Allowing too much complacency, Failing to create a sufficiently powerful guiding coalition, Underestimating the power of vision, Under communicating the vision by a factor of 10x-100x, Permitting obstacles to block the new vision, Failing to create short-term wins, Declaring victory too soon, Neglecting to anchor changes firmly in the corporate culture.

the multi-step process The key lies in understanding why organizations resist needed change and the multi-step process to achieve it, and how leadership is critical to drive the process in a socially healthy way.

John Kotter’s 8-Step Model for Acclerate Change Step 8: Institute Change Step 7: Sustain Acceleration Step 6: Generate Short-Term Wins Step 5: Enable Action by Removing Barriers Step 4: Enlist a Volunteer Army Step 3: Form a Strategic Vision and Initiatives Step 2: Build a Guiding Coalition Step 1: Create a Sense of Urgency