#📓 #📚 #🔴 # Organizational Change: An Action-Oriented Toolkit ![[calendar-plus.svg]] <small>Mar 19, 2022</small> | ![[calendar-clock.svg]] <small>Nov 14, 2022</small> 🏷️ [[MOCs/Interests/Change|Change]], [[Organization Development MOC|OD]] **Author:** [[Tupper F. Cawsey]], [[Gene Deszca]], [[Cynthia Ingols]] **Citation:** Cawsey, T. F., Deszca, G., & Ingols, C. (2016). *Organizational change: An action-oriented toolkit* (3rd ed.). SAGE. --- # ~ 3 Sentence Summary ## Key Takeaways # Notes & Important Ideas ### Ch. 8: Becoming a Master Change Agent > [!abstract] Chapter 8 Summary - Traditional [[banking model]] makes it seem that change and innovation are discouraged and difficult to find where and how to fit in change process. (p. 257) >Hamel argues that every "company needs a band of insurrectionists" who challenge and break the rules and take risks (p. 259). - Anyone from any place in the organization can initiate and lead change. #### Factors Influencing Change Agent Success - Being a [[change agent]] = Person x Vision x Situation - Action taking is the defining visible characteristic of change, but discussion and reflection are critical practices. ##### Three categories of change behaviors change agents give rise to - Framing behaviors: oriented toward changing sense of situation, designing change journey, and communicating principles - Capacity-creating behaviors: focused on creating capacity for change my increasing capabilities and creating and communicating connections - Shaping behaviors: focused on acting as role model and holding others accountable Kouzes & Posner provide five behavioral characteristics and skills leaders need to effect change in their book [[The Leadership Challenge - Kouzes & Posner 2017]]. #### Developing Into Change Leader ##### Trends that future leaders need to be aware of: - more complex challenges - focus on innovation - increase in virtual communication and leadership - importance of authenticity - leading for long-term survival [[Organizations change more effectively when individuals and change leaders shift mental models]] Individuals progress through [[developmental stages of change leaders]] based on their beliefs about change, increasing in complexity and sophistication. #### Four Types of Change Leader The role of change leader changes depending on whether they are dealing with [[episodic change]] or [[continuous change]]. [[four types of change leader|Four types of change leader]] based on relationship between motivational approach of the change agent (analytical push vs emotional pull) and the degree of change needed by the organization (strategic vs incremental. Some change agents stick to their preferred type while others are more flexible, modifying their approach to reflect the specific situation and people involved. #### Internal vs External Change Agents and Change Teams Internal change agents are critical because they know the environment and systems, and have established relationships. - Challenged by lack of specialized knowledge or skills, lack of objectivity or independence, difficulty reframing existing relationships, or lack adequate power base. External change agents provide subject-matter expertise, bring fresh perspectives and best practices, and provide independent trustworthy support. - Limited by lack of deep knowledge of the organizational environment and culture. At the end of the day, organization needs to take responsibility for the change, not the consultant. Change teams can embody both internal and external perspectives. Cross-functional team can be used to bring different perspectives, expertise, and credibility to a challenge. #### Rules of Thumb for Change Agents - Stop facilitating change if you don't have appropriate sponsorship - Organize but don't overorganize - [[Start small but START]] - [[You have to act and behave differently for things to change]] - Think and act fast - Create a coalition ## Connections to Other Materials # Personal Reflection & Application ### Overlapping change models It's interesting how much overlap there is between the various change models. Many of the models, including [[Kotter's 8-Step Change Process]], can fit within Lewin's three-stage model of change. While Lewin's model may be a bit oversimplified, it is clearly an insightful and useful framework that others have built on. ### --- # Other References TBR:: 🔖 Hamel, G. (2002). *Leading the revolution: How to thrive in turbulent times by making innovation a way of life.* Harvard Business School Press. (GR) (Z)