Bringing the Organizational Change Process Together
- Carie Johannsen
- Aug 19, 2018
- 3 min read
Leading organizational change takes more than coming up with an idea and hoping others will jump on board. It takes more than having a big idea with a catchy name and launching a new and improved vision. There are pieces to this puzzle that I never imagined. When starting the process of developing a plan for change the first thing I realized is that right now there is a sense of urgency and as Johan Kotter mentions when the sense of urgency is up then you have a base as to why you need the change. When you’re trying to pull people in there is no base as to why they will care to change without this sense of urgency. I have learned that this urgency is the first stepping stone towards creating your why. I have watched several videos and read many article on where to start with organizational change.
After watching Simon Sinek it was clear on why developing my “why” was the first step to organizational change. When he stated that Martin Luther King presented to 250,000 to hear a “why”, “a dream”, not a plan rather a belief. He didn’t tell everyone what needed to change he presented a dream, a vision. The why statement is so important so everyone knows our vision for our team and our students.
The first Steps I need to take to be an influencer
There are several steps in developing an effective strategy if I wanted to be an influencer. I had to think of ways to influence change by finding out what helps change behavior, develop vital behaviors that I will need to focus on, and create an influencer strategy. This was a process that took me weeks to develop and will take me months to years to refine.
When trying to come up with desired results and vital behaviors it was the video by Jeni Cross, Three Myths of Behavior Change that got me thinking about change, and how there were some myths about change that I needed to consider before I created my desired results or vital behaviors. There where 3 myths mentioned. One, the myth that education will change behavior; two, you need to change attitudes to change behavior and three, the myth that people know what motivates them to take action. After much reflection I had to evaluate how I have done things in the past based on my understanding of these myths, and how I was going to approach my desired results and strategies from this point out.
References
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Buchler, C. (2012, December 17). Influencer [Video file]. Retrieved from https://www.youtube.com/watch?v=wu7UBY5euBg&feature=youtu.be
Cross, J. (2013, March 20). Three Myths of Behavior Change - What You Think You Know That You Don't [Video file]. Retrieved from https://www.youtube.com/watch?v=l5d8GW6GdR0&feature=youtu.be
Friedman, E. H. (1999). A Failure of Nerve. New York, NY: Church Publishing .
Grenny, J., & Maxfield, D. [The Behavioral Science Guys]. (2015, January 5). How to Change People Who Don't Want to Change | The Behavioral Science Guys [Video file]. Retrieved from https://www.youtube.com/watch?v=9ACi-D5DI6A&feature=youtu.be
Grenny, J., Patterson, K., Maxfield, D., McMillan, R., & Switzler, A. (2013). Influencer: The new science of leading change. New York : McGraw-Hill Education .
Harapnuik, D., Thibodeaux, T., & Cummings, C. (2016). 4 Effective Ways to Find and Test Vital Behaviors. Retrieved from http://www.harapnuik.org/?p=6253
Kotter, D. (2013, August 15). Leading Change: Establish a Sense of Urgency [Video file]. Retrieved from https://www.youtube.com/watch?v=2Yfrj2Y9IlI&feature=youtu.be
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