Going beyond traditional organizational change discussion groups with
Everything today is about change. However, few managers have had any formal training in org-change practices. They often only know what they experienced themselves, which is often more “what not to do” than what to do. To overcome this knowledge gap, org-change experts and resources are coming together in a learning and sharing network.
Thank you to all the past leaders who used failed, seat-of-the-paths change methodology that demonstrates so clearly the need for a just-in-time org-change resource for those facing challenges that are limiting their success in today's dynamic world.
Several Group Managers teach organizational change courses, where we struggle to move students beyond the awareness level of org-change. There is not enough time in one course to dive into implementation details or how everything needs to be coherent and aligned. Those who have acquired org-change expertise have often taken one of two paths: multiple graduate level courses or many years of experience learning from others on-the-job.
At the same time, the essence of organizational change can be organized into modules that can be studied sequentially or as-needed (most likely the case here).
1. Why Change? Raising awareness & urgency
2. Diagnosis – sense-making of core problems
3. Assemble the Change Leadership Team
4. Developing a Vision for Change
5. Assess Organizational Readiness to Change
6. Stages of Change – understanding how people change
7. Implementation Plan development – within a portfolio of change
8. Change Leadership – implementation
9. Change Enablement – new ways of thinking about change
10. Resistance – Mitigation & Learning from what others are telling you
11. Track & Celebrate Progress – Stabilize the Change
12. Change Portfolio Management
13. Becoming a Change Leader (personal development) – supporting competencies
14. Advanced topics not integrated above (special focus on agile & complexity science)