Deck 10: Groups and Teams at Kluster

Question 1

Why is it difficult to lead change in an organization?

Answer 1

In today's chaotic and rapidly changing world, change in an organization is inevitable. Yet, it can also be very difficult to accomplish. Organizations are actually designed to limit change, and instead promote stability and predictability through procedures and policies. Employees take comfort in these parameters, recognize what is expected of them, and perform accordingly. When employees are asked to move outside of the established boundaries and rules, they feel uncomfortable and may wonder what they might lose as a result of the change. Some employees may even take steps to avoid the change.

Question 2

What are the five management skills and activities that are important for managers in order to lead positive change in an organization?

Answer 2

Change in an organization may not be easy. However, there are five important skills and activities that can facilitate the process. First, it is important for leaders to establish a positive climate by developing positive energy networks, fostering compassion and forgiveness among employees, and providing feedback to employees on their strengths. Second, leaders need to create a readiness for change. This can be achieved through benchmarking best practices, instituting symbolic events related to the change, and developing a new language to change the way employees think about their work. Third, leaders should articulate a vision of abundance and focus on the positive rather than the negative aspects of the change. Fourth, leaders should generate commitment to the vision by communicating it often and giving employees ways to publicly commit to it. Finally, leaders should institutionalize the vision by making sure that employees articulate it themselves, build human capital, and identify metrics and milestones that indicate success.

Question 3

How does M.J. Ryan, author of AdaptAbility suggest that individuals become masters of fundamental change?

Answer 3

M.J. Ryan believes that it is important for people to take charge of change and be active in how they deal with it. Ryan notes that the initial reaction of most people to change is negative, but that people should identify exactly what is changing and then determine how to deal with it. She says that to be a master of fundamental change, people need to avoid ten common sinkholes. First, people need to avoid getting stuck in denial and confront what is making them uncomfortable. Second, people should avoid getting paralyzed by fear and or shame and take action instead. Third, people should avoid spending a lot of time and energy on blame, but instead take responsibility and move on. Fourth, individuals should stop believing there is nothing they can do to fix the problem, and take control. Fifth, people should avoid focusing on the problem, and explore the solution. Sixth, individuals should not use only those solutions that have worked in the past, but also develop new alternatives. Seventh, individuals should avoid saying "yes, but.." and instead, say "what if..". Eighth, people should avoid not getting in touch with what gives them meaning and purpose because it is these things that give individuals the passion and energy to do other things. Ninth, people should not resist learning new things, even if they are difficult. Finally, Ryan believes that in order to be a master of change, individuals need to avoid going it alone, and instead accept help where appropriate.

Question 4

Reflect on the sinkholes that author M.J. Ryan speaks about in the video. How can a leader who has the management skills necessary to promote positive change in an organization help employees avoid these problems?