Updated 09/21/21 · Business Consulting Solutions LLC · All Rights Reserved Worldwide
Do you have to lead change in your organization? If so, you already know that leading an organizational change effort is a difficult process!
How do you lead change, overcome the resistance of employees and other stakeholders, and improve employee and organizational performance at the same time?
Change guru, John Kotter, once said the following about the difficulty of organizational change:
Needed change can still stall because of inwardly focused cultures, paralyzing bureaucracy, parochial politics, a low level of trust, lack of teamwork, arrogant attitudes, a lack of leadership in middle management, and the general human fear of the unknown. . . . In too many situations, the improvements have been disappointing and the carnage has been appalling, with wasted resources and burned-out, scared, or frustrated employees.
John and other gurus like Kurt Lewin were right! Leading organizational change is not easy.
Fortunately, it is not an impossible task either. With thoughtful leadership and implementation, business professionals can tame the change beast.
In this series of articles, I will explain the psychology of change, the process for leading change, and strategies for reinforcing positive change.
Let's get started!
The Psychology of Change:
Video: Is Your Organization Ready for Change?
8 Reasons Why People Resist Change
Four Truths Leaders Should Know About Organizational Change
Five Strategies for Managing the Fear of Change
Leading Change (the process):
Video: Why Organizational Change Efforts Fail
Unfreeze, Change, Refreeze: Is This a Child's Game
Step 1: Create a Sense of Urgency
Step 2: Create the Guiding Coalition
Step 3: Develop a Change Vision and Strategy
Step 4: Communicate the Vision
Step 5: Empower Broad Based Action
Step 6: Generate Short Term Wins
Step 7: Consolidate Gains and Implement More Change
Step 8: Anchoring Change in the Culture