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Managing Change
Facilitated by Rachel White
Poor planning No vision Poor communication Lack of stakeholder involvement Lack of resources Lack of clarity Insufficient resources Strong resistance No congruence
Dai WilliamsReport from the strategic planning journal Futures, Vol.31 (6) August
1999, 609-616
Esther Cameron and Mike Green
Pragmatist, Reflector, Activist, Theorist
Optimist/ Pessimist Risk taker / Safety conscious Creative / Logical
Bruce Tuckman
Hersey and Blanchard‘s
Team Development Leadership Style
Intrapersonal + Interpersonal = EI
This is the outer intelligence we use to
read , sense, understand and manage
our relationships with other people
This is the inner-intelligence we use to know, understand
and motivate ourselves
Appreciate individual skills, knowledge and capabilities
Make time to get to know them and actively listen to what they have to say
You don’t have to be ‘best mates’ to have a good relationship
Seek early solutions when you disagree Create social time Give feedback Seek opinions Support when times are tough Recognise individuality Show courtesy
Character Competencies
Talk straight Demonstrate respect Create transparency Right ‘wrongs’ Show loyalty
Deliver results Get better Confront reality Clarify expectations Practise accountability
25
•Listen first•Keep commitments
•Extend trust
Communicate S upport I nvolve
Problem solving Reframing Appreciative enquiry Participatory decision making
‘If you keep doing what you've always done, you'll keep getting what you've always gotten.’
W. L. Bateman
A Simple Route Cause Analysis
1.Why ?2.Why ?3.Why ?4.Why ?5.Why ?
Four Guiding Principles:
1. Every system works to some degree; seek out the positive, appreciate the "best of what is."
2. Knowledge generated by the inquiry should be applicable; look at what is possible & relevant.
3. Systems are capable of becoming more than they are, and they can learn how to guide their own evolution -- so consider provocative challenges & bold dreams of "what might be."
4. The process & outcome of the inquiry are interrelated and inseparable, so make the process a collaborative one.
Core Values
Full Participation Mutual Understanding Inclusive Solutions Shared Responsibilty
Closure Zone
Change Item
Divergent Zone
Groan ZoneConvergent Zone
Decision Point
Time
Participatory Decision Making
Traffic light approach
http://www.changecards.org/
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