leadership programme asia pacific 2012 module 2 leading successful change

Leadership Programme Asia Pacific 2012

Module 2

Leading Successful Change

Leadership Programme Asia Pacific 2012 | Module 2 | No. 2

Leading Successful Change•Leadership and management•Kotter 8 step change process•Characteristics of effective change leaders


Leadership and management

• Organisations need effective leadership to be successful........but management is essential!!

‘Good leadership and management are essential for success, especially for complex organisations operating in changing environments’.

Prof. John P. Kotter

Harvard Business School


Leadership and management

Leading

• establishing direction• aligning people• motivating and inspiring

Managing

• planning and budgeting• organisation and staffing• controlling and problem solving

Consistent results, on time,to budget

Constructive, successful change


Impact on organisation performance

Weak Strong

Strong

Management

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consistentresults

Weak


Impact on organisational development


Leadership and change

‘Research shows that, in most successful change efforts, people move through eight stages.’

John P. KotterProfessor of Leadership Emeritus, Harvard Business School


Kotter’s 8 step change process

• Step 1: Establish a sense of urgency Analyse market and competitive realities Identify and discuss major opportunities, crises, or potential crises

• Step 2: Create the ‘guiding coalition’ Building a group with enough power and influence to lead the change Getting the group to work together as a team

• Step 3: Develop a shared vision and strategy Create a powerful and compelling vision to help direct the change effort Develop strategies for achieving that vision

• Step 4: Communicate the change vision Use every vehicle possible to constantly communicate the vision and strategy Encourage the ‘guiding coalition’ to model the expected behaviours


Kotter’s 8 step change process• Step 5: Empower broad-based action

Eliminate obstacles that inhibit change Change systems, processes and structures that undermine the change vision Encourage risk taking, non-traditional ideas, new ways of doing things

• Step 6: Generate short-term wins to build momentum Plan and achieve visible improvements in performance – ‘wins’ Celebrate successes – recognise and reward people who made wins possible

• Step 7: Consolidate gains and generate more change Use increased credibility to change all systems, processes and structures that don’t

fit the transformation vision Develop and promote (or hire) people who can implement the change vision

• Step 8: Anchor new approaches in the culture Drive performance through customer-focused behaviours and greater leadership Articulate connections between new behaviours and success Nurture talent, develop leadership skills and create succession plans


Leading Change


Characteristics of effective change leaders

Question:

• What are the personal characteristics of an effective change leader?


Effective change leaders

• Are seen by others as trustworthy and competent

• Have a big-picture perspective; understand the longer-term strategy for the organisation

• Have a clear compelling vision of the change they want to see happen

• Can articulate what the change is, why it is necessary, and how it will benefit people and the organisation

• Are able to identify people who can make the change a reality; know how to enlist their support and cooperation

• Are able to engage and align team members who will need to embrace the change and other stakeholders whose support is necessary

• Can inspire and motivate others to achieve the change vision

• See the opportunities in change and can analyse potential problems from stakeholders’ perspectives

• Are able to eliminate barriers that hamper change initiatives

Effective change leaders:


www.transformationalleadershipgroup.com

[email protected]

leadership programme asia pacific 2012 module 2 leading successful change

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