Managers Leading Change by darrellcasey


									     How can managers lead the way to a healthy
                           Darrell Casey, PhD, CSMA

An organization is more than people and processes, it truly is a living,
evolving, learning, adaptive and highly complex system. Organizations
generate their own energy and maintain their structure even as people come
and go. In short, an organization is a great deal like a person; many things
are visible but much is hidden, some intentions are straightforward and easy
to understand while others appear paradoxical. Hence, people can influence
the organization yet the organizations exert tremendous control over the
individuals that belong to them. This control is not always obvious or visible
but everyone in the organization is aware of it and because of this invisible
aspect organizations are always difficult to change.

An organization may be viewed as such:

            Activities are the ongoing functions that an organization must
             conduct in order to survive over the long term and sustain itself
             day to day. Essentially, they are the principle categories of
             behaviors performed by an organization.
            Leverage Points are the control aspects that can be modified to
             change an organization. The success of an organization change
             effort is determined by the extent to which these controls are
            successfully manipulated at the right time and in the right
           Synergies are powerful, interactive forces that result from
            changes in the above two components. They cannot be directly
            controlled because they are both “leading edge” indicators of the
            present organization and “trailing indicators” of the success of all
            new change efforts.

Management can lead the creation of a healthy organization
through four disciplines:
  1. Build and Maintain a Cohesive Leadership Team

    Cohesive teams build trust, eliminate politics, and increase efficiency

       knowing one another’s unique strengths & weaknesses

       holding one another accountable for behaviors & actions

       committing to group decisions

       regular face-to-face meetings and open dialogue

       Do not isolate themselves from their clients and the work their
        people do. They remain approachable

       Role model the organizations values and guiding behaviors in a
        consistent way

  2. Create Organizational Clarity

    A healthy organization minimizes the potential for confusion by

       why the organization exists

       which behavioral values are fundamental

       what specific business it is in

       who its competitors are

       how it is unique
     what it plans to achieve

     who is responsible for what

     Set aspirational goals for the organization which, while challenging,
      are achievable and have specific target dates

     Define clear goals and accountabilities for their subordinates and
      then allow them space to perform; they do not second guess or
      countermand the managers who work for them

     Maintain a focus on where the organization is going (3-5 years
      ahead) without losing sight of business activity today

3. Over Communicate Organizational Clarity

  Healthy organizations align their employees around organizational
  clarity by communicating through:

     Repetition

     Simplicity

     Multiple media

     Cascading messages

     Create organizational clarity by describing in detail the vision,
      values and guiding behaviors for the organization and using every
      opportunity to over-communicate these

     Encourage discussion and debate within their management team in
      order to thoroughly consider an issue from every angle but then act

4. Reinforce Organizational Clarity Through Human Systems

  Organizations sustain their health by ensuring consistency in:

     Hiring

     Managing performance

     Rewards and recognition
         Reinforce a culture of continuous improvement in which individuals
          are encouraged to challenge the status quo and constantly look for
          better ways of doing things

         Address behaviors which are incongruent with the organization's
          values quickly and decisively, even if that requires firing high

         Routinely and systematically review the performance of their people
          and reward the highest performers and, if necessary, remove the
          lowest performers to create space for the achievers

In terms of the healthy organization managers must lead by creating
understanding in every individual within the organization why. All initiatives
come down to “change” and every individual needs to know where their
organization is going if they are to help the organization get there.
Knowledge is power and people appreciate it being shared. Goals focus and
align people’s energies, for better individual and team performance. A high
correlation exists between the communication of goals and the success of
the organization. Change requires unhampered and extensive information
sharing to understand and improve processes.

How do managers lead communication?

         Keep the message direct and simple

         Share your own and your organization’s vision with everyone on
          your team; encourage others to communicate the vision

         Develop rapport at all levels and share team ideas for improvement

         Ensure goal accomplishment. Provide feedback on progress along
          the way

Those who are closest to our processes know best what needs to be done to
improve these processes – leaders understand this principle and recognize
individuals and teams for their ideas! Many, individuals however, do not
know or believe they have the power to make the changes sought. As an
organization we can’t make the changes needed without the effort and
commitment of the workforce. For an organization to grow and improve, the
people within it must learn and grow and improve. Asking for their ideas
demonstrates your respect for co-workers ideas and knowledge.

How do managers lead asking?

        Ask repeatedly

            o “How can we improve?”

            o “What can we do differently next time?”

        Convince employees that you care about what they think

        Use teamwork to generate ideas

        Teach simple idea-generation tools

        Implement the good ideas you receive

        Listen effectively

        Involve employees in implementing ideas

        Provide timely feedback on the implementation of their ideas

        Promote creative thinking

As noted in the above section, management must lead by communicating
with and asking everyone; so the key aspect is - involving everyone.
Management cannot do it alone - leverage! Those closest to their problems
and processes have many of the needed solutions and improvements. The
challenge is to unleash and integrate the power within the organization. Few
work tasks today are “solo” efforts; most require the coordinated effort of
many employees. Involvement in decision-making enhances ownership and
commitment while promoting employee morale, motivation and career

How do managers lead by involving everyone?

        Don’t trust in chance. Orchestrate involvement and remove the
         barriers to people becoming involved

        Make it easy to participate
         Remove the blinders of “that’s the way we’ve always done things

         Encourage new means of involving people

         Use the project as an integrating force for involvement and

A healthy organization thrives in an environment of Reinforce Teamwork and
Participation. Management needs to gain the commitment of those involved
in processes in order to improve them. The modern workplace has an
increased need for collaboration and information-sharing. Reinforcement
through feedback or reward systems provides signals that tell people that
teamwork is important. Reinforcement enhances self-esteem, confidence,
and energy. Reinforcement increases the probability that new behaviors and
improvements will “stick.”

How do managers lead reinforcement of teamwork and participation?

         Become genuinely interested and visible in the work of the teams
          and their efforts

         Provide teams and employees with the resources to accomplish
          their tasking, especially the time to do the job right

         Use your recognition and reward systems to highlight outstanding
          team performance

         Find and remove barriers to teamwork and improvement

         Lead by example - serve as a role model by becoming an effective
          team member

         Avoid undue evaluating and critiquing - start with understanding
          and supporting

Finally, but not lastly, management must lead by providing active support.
People need support from their supervisor to “let go” of the “tried and true”
pattern of behavior and attempt something new. Change and learning are
inherently challenging yet implementing change requires continuous
learning, trial and error, and testing new ways of performing. When people
feel threatened, they revert to old patterns of behavior. People learn more
from success than failure.

How do managers lead with active support?

        Ask repeatedly: “How can I assist you?” “What can I do to support
         your efforts?”

        Initiate and emphasize your support role; “passive support” does
         not exist

        Consider an “open door” policy

        Provide constructive feedback-specific information on behavior the
         performer can understand and use

        Consciously monitor your ratio of positive to negative feedback

        Praise in public; criticize in private

        Celebrate success; then ask how we can do better

        Focus feedback on the behavior, not the person

To top