#4 Leadership and Change

Blog 4. Leadership and Change

blog4_6

Change is nothing new and a simple fact of life. Some people actively thrive on new challenges and constant change, while others prefer the comfort of the status quo and strongly resist any change.
(Mullins 2010: 753).

Change has been given the highest priority globally and across all types of organizations. Studies showed evidences that significant proportion of planned change.

Efforts failed (Center for Creative Leadership, 2017). How can organizations improve the chances of success for important change in modern world?

Leo Tolstoy (the Russian novelist) famously wrote: “Everyone thinks of changing the world, but no one thinks of changing himself.”

This has been proven that change efforts often failed because individuals overlooked the need to make changes in them ( (McKinsey, 2017); and to advance the practice of leadership and cultural transformation, organizational change must be seen through prism of individual change (McKinsey, 2014).

The process of change within organisations usually results from interactions between four major elements (Table 1).

Table1. Key elements – lead of change (CMI, 2017):

Element of change programme Examples
1.     People Development of new skills, improved engagement, motivation, individual change  etc
2.     Processes Efficient working procedures, new standards, productivity, monitoring and evaluation etc
3.     Technologies Innovative technologies, new equipment, modernised software, creative use etc
4.     Organizational structure Optimized organisational structure, closing or opening new departments, manufacturing sites, scaling up and down), flexibility and efficiency of teams, boards and networking groups, company merges etc


Table 2. Effective change management process.

Priorities Actions
1 Assess (estimate the nature, ability, quality, limitations and benefits, scope of change and objectives etc)
2 Design of the implementation strategy
3 Time frames design
4 Set up – team of change leaders and managers
5 Establishment of project management practices
6 Effective training and skill development at all levels

 

7 Clear communication of your vision to staff members
8 Engagement process, stress minimization, collaboration, wide participation and strong motivation
9 Adjust tactics and resolve conflicts
10 Maintain, monitor and evaluate performance

Leadership values, culture, beliefs and practices are core capabilities during change or crisis, along with and in interaction with new systemic, organisational and operational restructure processes (Picture below).

blog4_4

Several models of change and its management were proposed.

Foundation model

“The Change Management Foundation” model   makes emphasis on managing technical aspects and people implementing change. This project management is at the base of the pyramid (process of change), and on the top is leadership setting the direction at every of determined stages.

This model is useful, when technical aspects and expertise are in the core for changes.

Deming circle (plan–do–check–adjust)

This model is used in business mainly for the control and continual change, e.g. improvement of processes/products. It allows optimization (smooth adjustments). It has advantages when new/innovative methods used – after a hypothesis is confirmed, many cycles extend the knowledge. Repeating the cycle brings process closer to perfection.

 

blog4_2blog4_1

 

I found Deming circle model most valuable and view as a tool for crisis management (see business cases).

Below I assess specific organisational case studies (Contemporary Issues) and how change/crisis was managed:

 

  1. WADA (World Anti-Doping) and RUSADA ( Russian Anti-Doping Agency)

In the wake of the Russian doping scandal, in November 2015, the World Anti-Doping Agency (WADA) suspended RUSADA from carrying out doping control within the country.

In my opinion, in change management, firstly, it was an incredibly important step in the right direction – public admission by the Russian President Vladimir Putin, that  ‘anti-doping system has failed”.
Secondly, priority is collaborative efforts of WADA-RUSADA. WADA is providing RUSADA with a road map to re-compliance. And thirdly, that WADA’s governance as well as RUSADA’s will be more independent from both sports organisations and governments.

Independent experts were appointed for the WADA governance working group to give independent advice on how best to reform the governance of WADA. WADA activities will be limited to five areas only, related to prohibited substances listing (Antidopingworld, 2017).

I believe, a valuable conclusion as a lesson from the crisis was made that the public and stakeholders need to know that the organizations are working together against doping, while what they sow and still see now is fighting not against doping, but against each other.

With regard to change model, it Deming circle model was useful here, due to the following process: establish road map for re-compliance,  monitor changes, adjust practices, then repeat the circle again until perfect process is established.

blog4_3

2. BP

Two accidents were the major blow to BP international reputation. In 2005 and 2010 explosions had a devastating effect on the environment and wildlife. It is still the largest ever accidental release of oil into marine waters.

 

Crisis management

  1. Clean-up of the Deepwater Horizon oil spills.
  2. Reassure the public that the incident was being rapidly resolved.
  3. Dismissal- Tony Hayward as company CEO was replaced by Bob Dudley.
  4. Leaders ensure that they personify the solution to the crisis, rather than its cause.
  5. Legal settlements

 

Similarly Deming circle model was a valuable tool to modify procedures and achieving safety in processes: roadmap for compliance, monitoring and adjustment until fully satisfied.

In my opinion, leaders are firstly to keep responsible for ups and downs in their organisation, and changing leadership team plays significant role in overcoming crisis, may secure future and enable focus on operations.

 

Cultural stereotypes present great resistance to changes. Globalization resistance and believe that it is “number one” threat to their customs, traditions, cultural and religious values is very strong worldwide (Belias, 2014)

 

Model of Culture change

 

.

blog4_5

Culture include tightly connected dimensions that play important roles in change/ resistance to change  – tangible culture (such as buildings, monuments, landscapes, books, works of art, and artefacts) and  intangible culture (such as values, traditions, language, and knowledge).

For example,   Roman Empire served as a foundation for later Western culture, e.g. via the Renaissance and Neoclassicism. Another example, monuments to soviet leaders in Eastern Europe were built but later destroyed so that implements new values and traditions, which demonstrates role and connection of tangible and intangible dimensions in implementing changes.

Tools for social and cultural change, examples (Table 3)

Table 3

1 Encourage educational aspiration
2 Develop positive narratives
3 Establish advisory systems
4 Targeted social marketing approaches.

 

5 Financial assistance
6 Develop community infrastructure
7 Partnerships and more one-to-one support
8 Use of regulation and legislation
9 Cultural capital promotion, e.g. the attitudes and sense of self-efficacy
10  Changing the value of the past place the artefacts that link it to the past.

Policy can achieve social and cultural change through legislation, regulation and information provision, parenting, peer and mentoring programs, or development of social and community networks etc.

In conclusion, while every change program is unique, studies and leaders’ experiences showed valuable insights into factors, tactics and actions that make it possible to sustain a profound transformation, such as improving personal skills, creating new networks and boards, boosting collaborations, developing more change leaders, ensuring training for staff, showing managerial optimism and building on strength.

 

 

Changes come at greater speed and with bigger leaps at present than ever before. Do you agree with this statement? Is this trend is sustainable long term?

What effective change leadership skills look like nowadays? Can individuals develop these skills?

 

References:

 

Antidopingworld, 2017. IOC STATEMENT ON THE FIGHT AGAINST DOPING, 1. March 2017.. [Online]
Available at: https://antidopingworld.wordpress.com/2017/03/01/ioc-statement-on-the-fight-against-doping-1-march-2017/
[Accessed 03 2017].

Belias, D., 2014. THE IMPACT OF LEADERSHIP AND CHANGE. European Scientific Journal, 10(7), pp. 452-470.

Center for Creative Leadership, 2017. Navigating Change. [Online]
Available at: https://www.ccl.org/open-enrollment-programs/navigating-change/
[Accessed 03 2017].

CMI, 2017. CHANGE MANAGEMENT. [Online]
Available at: http://www.managers.org.uk/KNOWLEDGE-BANK/CHANGE-MANAGEMENT
[Accessed 03 2017].

McKinsey, 2014. Change leader, change thyself. [Online]
Available at: http://www.mckinsey.com/global-themes/leadership/change-leader-change-thyself
[Accessed 03 2017].

McKinsey, 2017. The finer points of linking resource allocation to value creation. [Online]
Available at: http://modelfactory-prod.mckinsey.com/business-functions/strategy-and-corporate-finance/our-insights/the-finer-points-of-linking-resource-allocation-to-value-creation
[Accessed 03 2017].

Mullins, 2013. Management & Organisational Behaviour. 10 ed. Harlow: Pearson Educaiton.

 

 

 

Is change always a good thing?

Are there any changes that you would personally resist?

Have you had any personal experience of overcoming change within an organization or a team?

Please leave a comment below

Advertisements

10 comments

  1. Andrew Ariananda · April 3, 2017

    I like your blog about changes this blog really helpful as my reflection to not move on from my individual resistance. Just from your opinion what do you think can make people easily to change? Because let’s say without individual change there is no group change, without that there is no company or major change.

    Like

  2. culcmshawm10 · April 3, 2017

    Hi Vladimir, well-written blog. Regarding to organisation changes, is changes within the organisatoin always a good thing ?Thank you

    Like

  3. Amber Lin · April 4, 2017

    Hi Vladimir, to answer your question, I cannot say that change always end up with good result, I would say before launching a new change, it should be value by company again and again, to reduce the chance of bad outcome cause. There are some change that I don’t like,so I would like to resist, such as in our Uni, we use knowledge cast instead of normal lecture, I would prefer normal lecture, I know knowledge cast save the time and cost of Uni, but I don’t think it is a good change for student, because student can ask question in normal lecture, but how can we ask question in knowledge cast? who is going to answer?

    Like

  4. Vladimir · April 4, 2017

    Thank you for your comment Amber!

    Yes, i agree. Some changes we cannot be avoided- like the examples you gave. but when seemingly unpreventable change happens people must voice their complaints.
    I think most people would prefer a proper lecture instead of flip….and if everyone would voice their complains maybe university would do something ! Otherwise they wont even know that students are not happy

    Like

  5. Yujun Liu · April 4, 2017

    Vladimir, thank you for your blog!
    Few small questions regarding change.

    How do you determine which change is good? Are there any changes that you would personally resist?

    Like

  6. JFK · April 4, 2017

    Hello Vladimir, thanks for sharing your blog with us! It is really interesting to read! Do you think that positive aspects of change outweigh the negative ones?

    Like

  7. culcrezandyd · April 4, 2017

    Good question Vlad. Well, by common sense, change has to be good, because If it is not, so what is the point to change?
    To determine which change is good, you have to set your expectation and compare it with actual condition then identify the gaps. If your change is minimizing the gaps, then it should be good. Changes that I personally resist was to accept the condition when losing someone that we love such as relatives or families.

    Like

  8. oscarzly · April 4, 2017

    what a great blog,so when you met personally resist what will you do?

    Like

  9. khamkhoaculc · April 4, 2017

    This is the best blog on this subject I have seen so far! Always a pleasure to read your posts. However, I would like to ask your opinion on the following matter. Do you think it is important for managers to discuss the reasons for change and if you fail to get the majority of the workforce on board with changes should they still apply it?

    Like

  10. culcyint4 · April 4, 2017

    Hi, Vlad,I really like your posts, sometimes changes bring us opportunity sometimes it means risky. And your own experience is vey interesting. Not only considering your own personality but also considering the external environment what would you suggest for situation in our uni.

    Like

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out /  Change )

Google+ photo

You are commenting using your Google+ account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s