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A Few Thoughts on Organization-wide Transformation Initiatives Presentation by William (Bill) Judge To Senior Executive Board, BPI December 8, 2016 2:00 to 3:30 PM via Webex Bill’s Experience Base • Coaching experience with change leaders guiding organizational-wide change initiatives • Knowledgeable and contributor to the erxtensive research literature focused on organization-wide change initiatives • Training expertise with middle managers and senior executives to bring about organization-wide change that meets strategic objectives Judge & Associates 2 Author of Diagnostic Transformation Tool • Organizational Capacity for Change inventory – This is a valid and reliable 32 item tool for diagnosing change capacity and tracking improvements over time. OCC consists of eight dimensions. • • • • • • • • • • • Chapter 1: The Strategic Leaders New Mandate Chapter 2: What is Organizational Capacity for Change? Chapter 3: Dimension 1: Trustworthy Leadership Chapter 4: Dimension 2: Trusting Followers Chapter 5: Dimension 3: Capable Champions Chapter 6: Dimension 4: Involved Mid-Management Chapter 7: Dimension 5: Systems Thinking Chapter 8: Dimension 6: Communication Systems Chapter 9: Dimension 7: Accountable Culture Chapter 10: Dimension 8: Innovative Culture Chapter 11: The Big Picture Judge & Associates 3 Author of Popular Simulation Training Tool • Change Management: Power & Influence This is a best-selling, modestly-priced single player simulation training tool for learning about and practicing the leadership of organization-wide change initiatives • Subjects covered: • • • • • • • Using your full array of change levers Adapting the change plan Monitoring leader credibility Identifying the phases of organization change Dealing with resistance to change Sequencing change levers properly Tailoring change plan to specific context Judge & Associates 4 7 Principles for Bringing About Effective Organization-Wide Transformation (Change) • Two ways to bring about change: (1) reaction to crisis-induced change, and (2) proactive visionary leadership • Successful change is more about winning hearts than it is about convincing minds about the value of the change • Successful change leaders first diagnose the organization’s capacity for change before they launch change initiative • Successful change leaders prepare a change plan that is contextuallydriven and based on preliminary diagnosis • Successful change leaders use a wide array of change levers that are sequenced thoughtfully • Successful change leaders adapt their change plan to emerging realties as the initiative unfolds • Successful change leaders attend to their credibility throughout the implementation of the change initiative and invest in credibilityenhancing efforts when necessary Judge & Associates 5