As you get started in the change process for your organization, a vision is necessary. Learn how to shape a vision of what that future would look like.
- So let's talk about vision.…If you think your organization needs to change,…what's your vision of what that future would look like?…I want you to sit down and write a vision statement…of the change you think needs to happen.…What would be different if you're successful?…Put it in positive turns, no double negatives.…Something like our organization can react more nimbly…to competitive challenges if…it goes through a digital transformation.…Or how about we need to develop a culture of innovation…that will allow us to meet tomorrow's challenges.…
Something like that.…Second, I want you to define the problem…that you're trying to solve as particularly as possible.…Is it something as simple as a process to the organization…that isn't working well,…such as how you onboard your consultants?…Or is it something big and challenging…like the fact that the organization's core product offering…is losing its market share big time?…It's important to be explicit about…the kinds of problems and challenges that you see.…You're gonna need to get others on board…
- 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.