Leadership and Management in Action

What are the 5 C's of Change?

culture

communication

compassion

conviction

courage

barriers to organization change → inwardly focused ______ that resist external influences

cultures

barriers to organization change → paralyzing _______ that slows down decision-making processes

bureaucracy

barriers to organization change → low level of trust & lack of teamwork which hinders ________

collaboration

What are the 4 components of the readiness assessment for change?

1. organization support

2. cultural component

3. change environment

4. employee attitudes & behaviors

components of the readiness assessment → ______

evaluating shared vision & decision-making

organizational support

components of the readiness assessment → ______

assessing openness to new ideas & collaboration

cultural component

components of the readiness assessment → ______

understanding external forces driving change

change environment

components of the readiness assessment → ______

gauging urgency for change & engagement

employee attitude and behaviors

interpreting readiness score → ___ or ____

organization is likely not ready for change

0 or negative

interpreting readiness score → ___ to ____

moderate readiness; careful implementation needed

28 to 56

interpreting readiness score → ___ to ____

high change readiness within the organization; likely success in change efforts

57 to 84

________ → a set or processes that keep a complicated system of people and technology running smoothly to produce a degree of predictability and order

management

________ → set of processes that creates organizations in the first place or adapts them to significantly changing circumstances

leadership

_____ must inspire and motivate employees to embrace change, while ______ ensure processes run smoothly

leaders; managers

1st Step of the Kotter's Eight-Stage Process of Creating Major Change:

Highlight the need for change & the importance of immediate action

Establish a Sense of Urgency

2nd Step of the Kotter's Eight-Stage Process of Creating Major Change:

Assemble a powerful group to lead the change effort

Create the Guiding Coalition

3rd Step of the Kotter's Eight-Stage Process of Creating Major Change:

Clearly articulate how the future will differ from the past

Develop a Change Vision & Strategy

4th Step of the Kotter's Eight-Stage Process of Creating Major Change:

Use multiple channels to communicate the vision

Communicate for Understanding & Buy-In

5th Step of the Kotter's Eight-Stage Process of Creating Major Change:

Remove obstacles & encourage innovative ideas

Empower Broad-Based Action

6th Step of the Kotter's Eight-Stage Process of Creating Major Change:

Create visible successes to build momentum

Generate Short-Term Wins

7th Step of the Kotter's Eight-Stage Process of Creating Major Change:

Use credibility to implement further changes

Consolidate Gains & Produce More Change

8th Step of the Kotter's Eight-Stage Process of Creating Major Change:

Ensure new behaviors are integrated into the organizational culture

Anchor the Change in the Culture