There are many models to consider when you are making changes. But no single model is going to be exactly right for your specific change program. Learn about about the options and how you can use them to design the most appropriate steps for the change you’re leading.
- Now, even though I've said that change management is dead,…we can still learn from some of the key insights…from traditional methods of change management.…The problem is, as you'll see…if you printout the handout that goes with this video,…there are so many methods to choose from.…Why is that?…There are three reasons:…One, people are complicated;…two, managing is hard;…and three, leading is even harder.…So it starts with people.…Even though our understanding…of human motivation is growing rapidly,…it doesn't mean we're all well-trained…in how to motivate others.…
Then there's managing.…How we help to channel the energies of people…is a rapidly changing field, as well.…In the era of instantaneous communications,…the traditional model of management is evaporating,…and we're just now making up what will take its place.…Take a look at my course…on developing adaptable managers for some insights.…And as we discover just how ineffective…our traditional approach to management is,…we're increasingly turning toward…a new understanding of leadership…
- Recall the benefits of using personal power to lead in a flat organization.
- Name the main tactic of the opponents of change.
- Determine when a top-down approach to leading change is appropriate.
- List the two elements present in a team that is proficient at change.
- Identify the most important capability when considering a candidate for a position on an innovative team.
- Define “responsible change.”
- Recognize the appropriate time to encourage 10x thinking.