Building a Changeready Organization

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Building a Change-ready Organization

• Session 3

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Today.

• Well consider the issue of complacency and
  resistance and their impact on change
• Well also look at one of the most important (and
  overlooked) steps in leading change Building a
  Community

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Falcon Computer Company

• What examples can you point to that indicates
  whether this company is ready for change?
• What examples can you point to that indicates
  this company is not ready for change?
• What would have to happen to overcome the not
  ready examples?

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Why the Complacency?
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(No Transcript)
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Why the Resistance?
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The Lifecycle of Organizations

The organizations identity in Incline is found
in its VISION The organizations identity in
Recline is found in its PROGRAMS The
organizations identity in Decline is found in
its STRUCTURE
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Four Types of People

• Theorists see something in concept and commit
  to it.
• Realists do not buy into theory, but once they
  can see it in place a few times, they will buy
  into it.
• Pragmatists not moved by theory or reality, but
  results. Need to see early return before getting
  on board
• Preservationists so committed to the past that
  they cannot make the transition

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The Lifecycle of Resistance

Pragmatists
Recline
Realists
Preservationists
Theorists
Decline
Incline
Death
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But, beyond that..It is the mindset that
leaders hold
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Contract vs. Covenant

• Contract is where one party is released from a
  performance obligation when the other party in
  the contract doesnt live up to theirs.
• Covenant is a commitment between two parties that
  holds together, regardless of the performance of
  either party.
• Covenants between employers and their employees
  are routinely violated by both parties

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there can never be good for the bee which is
bad for the hive."  -Ralph Waldo Emerson
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The Role of Community

• Societal and organizational problems are often
  caused, or at least made worse, by the crumbling
  foundation on which covenants are built and
  anchoredCOMMUNITY
• Without a true sense of community, no leader will
  ever be able to successfully implement change or
  sustain improvements.

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Two Approaches

• Needs/Deficiency-based
• Community is viewed as a nearly endless list of
  problems and needs
• Implies that since the community members clearly
  cant solve their own problems, they need
  outsiders to do it for them
• What happens when someone is viewed as deficient
  and weak?

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Two Approaches

• Asset-based
• Each community contains all the creativity and
  problem-solving capacity it needs, though not
  necessarily all the resources that will be
  required to be invested
• Internally-focused capacity of its members to
  define and solve problems
• Relationship-driven challenges leaders to build
  and rebuild relationships among members

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Community-building Skills

• Community Partnering
• Information Sharing
• Initiative
• Community Understanding
• Visioning
• Empowering and Influencing
• Conceptual Mapping
• Listening and Understanding
• from Competencies of Community Builders A
  Summary (2001). Reported on the DTI website at
  http//www.dtinational.org/resources/articledispla
  y.asp?id13.

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Concept Map Example
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SO

• What is the most important requirement for
  collaboration to function effectively in an
  organization???
• COMMITTED LEADERS WHO ARE, THEMSELVES,
  COLLABORATIVE!

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How to Build Community

• Use an Asset/Strength Lens.
• Be Inclusive. Challenge every organizational
  member to be a leader in some part of the
  process.
• Map the Assets. These can be education, skills,
  job experience, hobbies, talents, and
  aspirations.
• Be Action-Oriented and Specific. Tie peoples
  strengths and gifts directly to a specific
  project or an improvement effort.
• Let Those Involved Have a Voice in Resource
  Utilization.
• Lead From the Shadows and Nurture Ownership.
• Celebrate Milestones. Helps maintain momentum.

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Next time

• Well look at the individual employee and change
  readiness
• Well discover two fundamental needs that people
  have that prevent them from embracing change
• And well discuss the importance of empowering
  employees to overcome complacency and fear