1. A Systemic View of Organizational Change and the Pivotal Role of HR
Vickie Coleman Gallagher, PhD

2. Where do we start? Where are we going?
A little about me
Background
My “ah ha” moments
What do we hope to accomplish today?
Think Systemically
Importance of Empowerment
Individual and organizational level
Leads to autonomy, innovation & risk taking
Factors to Solidify / Embed Strategy and Change
Parting Thoughts!

3. A little about me… Background My “ah ha” moments PhD in OB (vs. MKT)
Streams of Research – My Mental Model
Power / political skill (EQ vs. IQ) / influence
Workplace Stressors (Situation vs. Personality)
Person / situation (“fit”) / culture / organizational factors (e.g., structure)
Sustainability research
Organizational change agents (passion / tenacity)
HR outcomes (the missing “P”)

4. What do we hope to accomplish today?
Think Systemically

5. Systemic Nature of Organizations
Organizational outcomes: Productivity, turnover, absenteeism, creativity
Employee Attitudes & Feelings (e.g., Feel “Engaged” or “Empowered”)
Employee outcomes: Well-being, Productivity
Success!
Employee Individual Differences (e.g., personality)
Intergroup processes (e.g., teamwork, collaboration, interactions)
Organizational Design & Structure
Employee Motivation & Drive
Industry (Macro)
Management / Leadership / Culture
Micro
Meso
Macro

6. Leading Systemic Change The Organization
Identify
Need for
Change
Communicating & Target Marketing
Diagnostics / Feedback
Action Plans / Strategies / Techniques
Monitor / Stabilize / Reinforce

7. Sustainability? Diversity?
Why Bother?
Sustainability? Diversity?
New Markets?
Data driven (credible)
Champion’s Political skill & Reputation
EQ / Organizational awareness
Boundary spanner / Change Agent
Identify
Need for
Change
Communicating & Target Marketing
Diagnostics / Feedback
Action Plans / Strategies / Techniques
Monitor / Stabilize / Reinforce

8. Where’s the Value? Connect to Vision & Strategy
Identify
Need for
Change
Communicating & Target Marketing
Diagnostics / Feedback
Action Plans / Strategies / Techniques
Monitor / Stabilize / Reinforce
Connect to Vision & Strategy
Persuade & Build Coalition
Unique Messages / Agility
( Culture / industry / audience )
Understand Barriers
(Individuals and Systems)

9. Connecting the Dots = Move the Needle Employee Surveys Action Research
One-on-one’s
Group discussions
Opinion polls / tracking
Observation (Artifacts) =
Engagement
(Key Stakeholders & “Boots on the Ground”)
Causality: X ---> Y
Identify
Need for
Change
Communicating & Target Marketing
Diagnostics / Feedback
Action Plans / Strategies / Techniques
Monitor / Stabilize / Reinforce

10. Systemic Nature of Organizations
Organizational outcomes: Productivity, turnover, absenteeism, creativity
Employee Attitudes & Feelings (e.g., Feel “Engaged” or “Empowered”)
Employee outcomes: Well-being, Productivity
Success!
Employee Individual Differences (e.g., personality)
Intergroup processes (e.g., teamwork, collaboration, interactions)
Organizational Design & Structure
Employee Motivation & Drive
Industry (Macro)
Management / Leadership / Culture
Micro
Meso
Macro

11. Now What? Goals & Targets People, process & technology
Identify
Need for
Change
Communicating & Target Marketing
Diagnostics / Feedback
Action Plans / Strategies / Techniques
Monitor / Stabilize / Reinforce
Goals & Targets
People, process & technology
Interventions (individual, group, and organizational level)

12. Interventions
Assessments, mentoring, team building, restructuring…etc.
E.g., Empowerment
What is power?
Legitimate, reward, coercive, expert, referent
Empower = To give away power (Micro)
Recognizing the success of others
Praise, encourage and express approval
Involve others
Coaching
Provide feedback and support
Pass along relevant information
Illustrate what success looks like
Highlight the importance of the work of others

13. The Empowerment Continuum (Macro)
Mini-Enterprise Units
Self-Directed Teams
Responsible
For Decision
Process and
Strategy
High
Cross-functional Teams
Quality Circles
Degree of
Empowerment
Make Decisions
Participation Groups
Suggestion Programs
Participate
In Decisions
Job Redesign/
Enrichment
Give Input
Low
Have no
Decision
Discretion
Few
Employee
Skills Required
Many and Complex
An Experiential Approach to Organization Development 8th edition - Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall

14. Lost in Translation Culture Change Live it & Breathe it! Artifacts
Signs / Symbols / Stories / Ceremonies
Selection / Training
Modeling
Socialization / onboarding
Perf. Reviews / Rewards / Recognition
Identify
Need for
Change
Communicating Sense of Urgency
Diagnostics / Feedback
Action Plans / Strategies / Techniques
Monitor / Stabilize / Reinforce

15. Creating a Learning Orientation - Individually
Identify
Need for
Change
Idea Generation
Trial & Error
Reflection & Learning
Monitor / Stabilize / Reinforce

16. Parting Thoughts! HR plays a vital role in Change Management
Information is power – be data driven
Increase your reputation & build coalitions
Solidify your (new) culture through HR
Onboarding, socialization, reward systems, etc.
Employ systemic critical thinking
Recognize the complexity of human behavior
Recognize the complexity of organizations
Appreciate cause  effect relationships (DATA!)
Remember the journey – not just the goal!
Celebrate small wins – OFTEN!
Appreciate the learning process and change
The journey takes time! Be patient…
5 MIN

17. Vickie Coleman Gallagher V.C.Gallagher@csuohio.edu 216-687-4711
Thank you!
Vickie Coleman Gallagher

18. Where are we VS. Where do I / we want to be?
Strengths / Weaknesses
Self-Assessments
Performance Review
Mentors =
Communication Skills
Risk Taking
Empowering others
Political Skill
Identify
Need for
Change
Idea Generation
Trial & Error
Reflection & Learning
Monitor / Stabilize / Reinforce

19. Monitor / Stabilize / Reinforce
What can I do?
Identify
Need for
Change
Idea Generation
Trial & Error
Reflection & Learning
Monitor / Stabilize / Reinforce
Political Skill
Social Influence
Apparent Sincerity
Interpersonal Influence
Networking Ability
Which of these are my strengths?
Which do I need to work on?
What are some steps I can take?

20. Monitor / Stabilize / Reinforce
What can I do?
Identify
Need for
Change
Idea Generation
Trial & Error
Reflection & Learning
Monitor / Stabilize / Reinforce
What is “Power”?
…what gives people power?

21. Monitor / Stabilize / Reinforce
What can I do?
To “empower” = give away power:
Recognizing the success of others
Praise, encourage and express approval
Involve others
Coaching
Provide feedback and support
Pass along relevant information
Illustrate what success looks like
Highlight the importance of the work of others
Describe the desired result, not the method to get there
Identify
Need for
Change
Idea Generation
Trial & Error
Reflection & Learning
Monitor / Stabilize / Reinforce

22. Monitor / Stabilize / Reinforce
What does it look like?
Identify
Need for
Change
Idea Generation
Trial & Error
Reflection & Learning
Monitor / Stabilize / Reinforce
Practice
Practice Networking
Read about and practice Persuasion
Seek Feedback / Adjust

23. What are the implications?
Identify
Need for
Change
Idea Generation
Trial & Error
Reflection & Learning
Monitor / Stabilize / Reinforce
How do I know I’ve learned?
Cause & Effect
How does it make me feel?
How do I make others feel?
What are the implications of my actions?
What can I do differently?

24. Monitor / Stabilize / Reinforce
Now what?
Individually
Practice!
Mentors / books / articles / training
Feedback
Reward yourself!
Organizationally
Keep it Alive
Rewards
Selection / Training
Norms / Culture
Modeling / leadership
Socialization
Celebrate Wins!
Identify
Need for
Change
Idea Generation
Trial & Error
Reflection & Learning
Monitor / Stabilize / Reinforce
1-2 MIN