1. Change Management Approaches
DECISION: The Masterful approach will be employed, with Emergent principles blended in
Change Management Approaches
What’s to be done is set top down, tested with others, and open to change
Change is guided by a common plan, roadmap, agreed projects and consistent language
People are involved to identify & sense what’s really going on & build their responsibility & capability for figuring things out
Build skills in leading change, including how to help people through it
Establish networks to build connections across the organisation
Figure out who’s important for the change - get and keep them on board
What’s to be done is set top down and tightly controlled
How to do it? You follow prescribed steps and recipes
People get given the same messages from the centre
Change is driven through separate projects
Change projects are rolled out from the centre”
Not much investment in building change skills 100% alignment – you’re in or you’re out
Leaders say – “keep it simple, just go do it”
You engage people to inform and get “buy in”
Instructions
Frameworks
Tool kits
A few
hard rules
Centralised direction with detail & accountability left to local management
Standard tools and templates are handed out to the field for local implementation
“Pick ‘n mix” – people can select what they need to do at local level
Content is defined, the process is up to you
Though, support teams & “help desks” may be provided on how to implement
Within an overall purpose, the direction gets adjusted as you go and make sense of what’s needed
Leaders establish a few “big rules” that guide what you do
People can then get on with things as they see fit
Start in a small way and build up from there
Use informal networks to build understanding & energy
Work step by step – no need to figure out the whole plan out in advance
Go to the hot spots where things are bubbling up and make them bigger