Leading Innovation and ChangeCase Study

Designed and Edited by S.S.S. Charles SamarasekaraSaturday, April 8, 2023

Leadership Challenges in introducing change and innovation

• Winning the mind of the stakeholders of the company

• Refreshed and innovative ideas that is not in the marketplace today

• As to Lewin, he has brought this model clearly.– The Direction of Change– The Change Process/Mechanism

• Quality and Effective services

‘Old’ and ‘New’ Model of Organization

• The gas company is a old model structure• It includes some of the features such as– Individual position in the organization– Relations of the environment– Vertical flows of information– Decisions come down and information flow up– Many layers which refer to “tall”

• This is therefore a structured, hierarchical and control model of a firm

Organizational Culture

• Competing Value framework gives in the more towards the rational goal model compared to other models

• The Gas Company , if you take with reference to the cultural type it would be more of an “Role Culture” also referred to as “Greek Temple

Drivers and Barriers to Change - Lewin’s Force Field Analysis

• Forces for Change– Customer expect better

service – Regulatory endorses

customers views– Customer satisfaction is

must– Funding risk mitigation

Current State Desired State

Direction of Change

• Forces against Change– Staff discontent with

new work procedure– High sickness levels

Environmental Forces for Change

• Changes have been there for the last 3 years• Customer demand for better service• Changes to regulatory framework• Staff questioning validity of new framework• Increased sick leaves of employees• Reduced performance• Relationship with union deteriorating

Sources: Referencing Strategic Change (2011)

Types of Change

Source: referencing Strategic Change (2011)

• Customer discontent is to an increase• Changes to regulatory framework• Staff questioning validity of new framework• Reduced performance Financial security• Desired state by affecting change is not achieved

Organization type and what model of change to manage effectively?

If we take this organization that is the Gas Company, it is more of a “Machine”

• Morgan (2006) has stated 8 forms of metaphors that organizations but;

• If we take a look at some of the other theoretical models such as Lewin, Grundy and etc;

• From all of the change models decide on which is to be used in order to manage change effectively

• Best model I would suggest is Dunphy and Stace’s since it gives a better idea for how to manage change effectively.

Suggested Mode of Change as per Dunphy & Stace’s (1993)

• At departmental levels• Making re-alignments to ensure;

– that there is a match between strategy, – structure, – people and – Processes

• It is usually manifested in divisional or departmental level

Source: referencing Strategic Change (2011)

Dealing with resistance to change

Source: Kotter & Schlesigner (1989)

Recommendation• If we are to let change to take effect in the gas company it is the

leaders responsibility to make change simple and easy.– Naturally change would take place since the leader is a part of

change– The “first move is the best move” – J.K. Rowling (In an interview)

• There is fact that the customer service must be improve if the company is to move any further

• Build on the features, understand the advantages and disadvantages (depth understanding of why? - 5)

• If a proper change is implemented from “current state to the desired state (expected level)”, then there would or sometimes wouldn’t be any resistance for change.

• Like wise it is decided upon once again on proper leadership and guidance to making the change effective and efficient and finally to its success

List of ReferencesAnsoff and McDonnel (1990), Strategic Change, <

www.ln.edu.hk/mgt/staff/robin/Change/EMBA%202%20revised.ppt > (Accessed: 15 May 2011)

Dunphy and Stace (1993), Strategic Change, <www.ln.edu.hk/mgt/staff/robin/Change/EMBA%202%20revised.ppt> (Accessed: 15 May 2011)

Grundy (1993), Strategic Change, <www.ln.edu.hk/mgt/staff/robin/Change/EMBA%202%20revised.ppt> (Accessed: 15 May 2011)

Stacey (1996), Strategic Change, <www.ln.edu.hk/mgt/staff/robin/Change/EMBA%202%20revised.ppt> (Accessed: 15 May 2011)

Strebel (1996), Strategic Change, <www.ln.edu.hk/mgt/staff/robin/Change/EMBA%202%20revised.ppt> (Accessed: 15 May 2011)

Tushman et al’s (1998), Strategic Change, <www.ln.edu.hk/mgt/staff/robin/Change/EMBA%202%20revised.ppt> (Accessed: 15 May 2011)