LEADING AND MANAGING CHANGE

Guillian Labampa

CHANGE MANAGEMENT ACTIVITIES

Motivating Change

Creating Vision
Developing Political
Support
Managing the
Transition
Sustaining
Momentum

Effective
Change
Management

MOTIVATING CHANGE

Creating Readiness for Change

Sensitize the organization to pressures for change
Identify gaps between actual and desired states
Convey credible positive expectations for change

Overcoming Resistance to Change

Provide empathy and support

Communicate
Involve members in planning and decision making

CREATING VISION

Discover and Describe the Organizations Core Ideology

What are the core values that inform members what is important in the
organization?

What is the organizations core purpose or reason for being?

Construct the Envisioned Future

What are the bold and valued outcomes?

What is the desired future state?

DEVELOPING POLITICAL SUPPORT

Assess Change Agent Power

Identify Key Stakeholders

Influence Stakeholders

SOURCES OF POWER AND POWER STRATEGIES

FOR CHANGE AGENTS
Individual sources of power

Power strategies

Knowledge

Playing it Straight

Others
Support

Using Social
Networks

Personality

Going Around the

Formal System

MANAGING THE TRANSITION

Activity Planning
Whats the roadmap for change?

Commitment Planning
Whos support is needed, where do they stand, and how to influence their
behavior?

Change-Management Structures

Whats the appropriate arrangement of people and power to drive the change?

CHANGE AS A TRANSITION STATE

Current
State

Transition
State

Desired
Future State

SUSTAINING MOMENTUM

Provide Resources for Change

Build a Support System for Change Agents

Develop New Competencies and Skills

Reinforce New Behaviors

Stay the Course

EVALUATING AND INSTITUTIONALIZING OD

INTERVENTIONS

ISSUES IN EVALUATING OD INTERVENTIONS

Implementation and Evaluation Feedback

Measurement
Select the right variables to measure
Design good measurements
Operational
Reliable

Valid

Research Design

Implementation Feedback

Evaluation Feedback

Feedback aimed at guiding

implementation efforts

Feedback aimed at determining

impact of intervention

Milestones, intermediate targets

Goals, outcomes, performance

Measures of the interventions

progress

Measures of the interventions effect

IMPLEMENTATION AND EVALUATION FEEDBACK

Diagnosis
Design and
Implementation of
Interventions

Implementation of
Intervention
Clarify
Intention

Alternative
Interventions

Plan for
Next
Steps

Implementation
Feedback

Evaluation
Feedback

Measures of the
Intervention and
Immediate Effects

Measure of
Long-Term
Effects

SOURCES OF RELIABILITY

Rigorous Operational Definition

Provide precise guidelines for measurements:
How high does a team have to score on a five point scale to say that it is
effective?

Multiple Measures
Multiple items on a survey

Multiple measures of the same variable (survey, observation, unobtrusive measure)

Standardized Instruments

TYPES OF VALIDITY

Face Validity: Does the measure appear to reflect the variable of interest?

Content Validity: Do experts agree that the measure appears valid?

Criterion or Convergent Validity: Do measures of similar variables correlate?

Discriminant Validity: Do measures of non-similar variables show no association?

ELEMENTS OF STRONG RESEARCH DESIGNS IN

OD EVALUATION

Longitudinal Measurement
Change is measured over time

Comparison Units
Appropriate use of control groups

Statistical Analysis
Alternative sources of variation have been controlled

EVALUATING DIFFERENT TYPES OF CHANGE

Alpha Change
Movement along a stable dimension

Beta Change
Recalibration of units of measure in a stable dimension

Gamma Change
Fundamental redefinition of dimension

INSTUTIONALIZATION FRAMEWORK

Organization
Characteristics

Intervention
Characteristics

Instituti
onalizat
ion
Frame
work

Indicators
of
Institutional
ization

ORGANIZATION CHARACTERISTICS

Congruence
Extent to which an intervention supports or aligns with the current environment,
strategic orientation, or other changes taking place

Stability of Environment and Technology

Unionization

INTERVENTION CHARACTERISTICS

Goal Specificity

Programmability

Level of Change Target

Internal Support

Sponsor

INSTITUTIONALIZATION PROCESS

Socialization

Commitment

Reward Allocation

Diffusion

Sensing and Calibration

INDICATORS OF INSTITUTIONALIZATION

Knowledge

Performance

Preferences

Normative Consensus

Value Consensus