Ch 13 - Change Leadership

Question 1

Stages of the change process - Lewins 3 stage model

Answer 1

Unfreeze
Change
Refreeze

Question 2

Change Process - Force Field Analysis (Lewin). One should consider any change situation in terms of;

Answer 2

1) Factors encouraging change (driving forces)
2) Factors that hinder change (restraining forces)

Neew to create equilibrium - higher driving!

Question 3

Change Process - Every change org conforms to a variant of what (Beer and Nohria Theory E & O) and its draws

Answer 3

E = measures where SV is main concern. Change is tougher. involves incentives / lay offs / downsizing

O = softer approach to change via cultural adjustments / enhancing staff capability via learning
Change obtaining feedback / reflecting / then more change

Draws
O can be too soft / not make hard decisions
E - Ignore feeling and attitudes of employees
So should implement both!

Question 4

Change Leadership - somone needs to take control i.e change leader. Whats the change process (Kotter) one should adopt

Answer 4

Establish urgency 
Create guiding coalition 
Develop change vision 
Communicate the vision 
Empower action - remove obstacle /encourage ideas
Generate short term wins 
Never let up 
Incorporate into culture

Question 5

Groups versus team

Answer 5

No comment

Question 6

Leadership styles - K and S change approaches depends on speed needed / resistance levels / strength of pressure for change / power held

Answer 6

Participation 
Education 
Negotiation 
Facilitation and support 
manipulation and cooptation (giveing key people decision powers)
power / coercion

Question 7

Change Agents - what are key considerations

Answer 7

1) Typically familiar and non threatening
2) Good relationships
Should help
Define the problem / diagnose solution and select courses of action / implement / trasnmit learning

Question 8

Skills of Change agents

Answer 8

goals / roles / comms / negotiation / managing up

Question 9

Power skills of Change Agents (Kotter)

Answer 9

work independantly 
collaborate 
develop relationships 
self confidence 
respectful of change processes 
ability to work across functions 
gain satisfaction from success

Question 10

External consultants

Answer 10

Good Idea!

Question 11

Mentor and Coach both a similar traits neither teach / both flexible evolutionary processes. What are the features of each ?

Answer 11

Mentor - advice / guidance / skill dev / role model
features = no period / wisdom / doesnt need to be formal

Coach - target performance / one to one basis / dev specific skills / planned programme

Question 12

Managing decline if change is working

Answer 12

Retrenchment - drastically cut costs
Turnaround - resposition in market
Divestment - external sale of parts / internal closuer (reationalisation)
Liquidisation - last resort /

Question 13

Ethics and change management - can create diliemmas

Answer 13

refer to book

Question 14

Adaptation and Continous Change - embrace change as ongoing process. 1) Change adept orgs (Kanter)

Answer 14

1) 3 attribute of companies that many change well
Imagination to innovate / professionalism to perform / openess to collaborate

2) 7 key skills for leaders of change adept ors
a) Tune into environment
b) Challenge conventional wisdom
c) Communicate compelling aspiration
d) Build coalitions
e) transfew ownership
f) learn to persevere
g) Make everyone a hero

Question 15

Adaptation and Continous Change. Thriving on Chaos Peters . What is it and ads and disads ?

Answer 15

1) Incremental change is the enemy of innovation
2) Done believe in excellence - only continous improvement and constant change
3) Changing env isnt chaos - just means staff can do easily

Ads
Innovation welcomed / people used to it / staff dev an external viewpoint
Disads
morale might be over / politics of change