Leading Organizational Change


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Education is only as good as having access to the education, and my plan will level the playing field ensuring all students have access to a high-quality education. I have gone through several phases in planning a strategy for my innovation. The beginning phase was to recognize an appeal to values, attitudes, and feelings which can first motivate people toward making changes. I started with John Kotter’s tip, in a significant change process, we have to win over the hearts and the minds of people. This will make a huge difference in how we deal with people in a change process and the results we get.  So I created a “why” statement to connect to the hearts of stakeholders to promote the significance of my innovation plan and establish a sense of urgency.  Once I am able to convey these ideas to stakeholders, we will develop a team for launching a blended learning initiative.  In order to be successful, I will have to consider all facets of change.  The next phase was to change behavior so I read Influencer: The New Science of Leading Change.  The purpose behind the Influencer approach was to focus on the results we need, identify the vital behaviors we need to change and to have a better understanding of the sources of influence that shape our behavior and how we can use those sources of influence to bring about change. In the third phase of planning, I read The 4 Disciplines of Execution on how to execute a plan effectively. I studied the disciplines required for translating strategy into action at all levels of an organization. I created a 4Dx execution plan for my team.  For the final phase in planning my strategy, I read Crucial Conversations: Tools for Talking When Stakes Are High so I can apply the crucial conversations methodologies to help in developing and leading my strategies and plans.

References

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