Get documents about "Action Steps to Positive Organizational Change
Document Sample
Action Steps to Positive Organizational Change
If we are honest with ourselves, we of Israel was able to rebuild the change management that can
will admit that our organizations walls of Jerusalem and it all engage and inspire your staff.
are not all that they ought to be. began with prayer—months of
But we have a great calling as we prayer. Since God is the one 4. Put the right people in the
serve the Lord and shape our who changes hearts, we need right places. Our research has
organizations into effective and to rely on him for any change shown that there is a high
God-honoring workplaces. in our organizations. This is degree of correlation between
also a good way to examine good leadership and positive
Even with the best of intentions, it our motives for change. That change in organizations. So,
is challenging to bring about is, we should pray for what be careful to make sure the
change. In fact, the research shows will bring God glory, not right people are in the right
that a majority of change efforts fail merely ourselves. places, especially when it
to achieve their desired result. comes to leadership positions.
Habits are ingrained, people are 2. “Be the change you want to Be honest about your own
afraid of the unknown, and sin, see.” Before going to your strengths and weaknesses and
although no longer our lord, lingers staff, focus on your own look out for God’s kingdom
to infect our lives and relationships personal change. It will not purposes above your own pride
with our workmates. As Paul only serve as an example, but or fear.
writes in Romans 8:1-2 after also show your staff that you
lamenting his continual wrestling are sincere about the change. 5. Don’t ignore external factors.
with sin, “Therefore there is now Furthermore, your influence Although we are called to be
no condemnation for those who are will begin the process of different than the world, we are
in Christ Jesus, because through change around you. not told to ignore the world. In
Christ Jesus the law of the Spirit of fact, as Christians, we should
life set me free from the law of sin 3. Select a change process. be alert to the changing needs
and death.” There is hope that not There is a large body of and opportunities that arise as
only we can change, but our research about organizational the world around us changes.
organizations can change, because change. Everyone agrees on The gospel is always
God has set us free and is changing one thing; change is hard. So, relevant—make sure your
us so that one day we will be in fact one of the key elements to organization is too.
righteous, just as we have already change is to research and select
a change process that has been 6. Indentify and build on your
been declared righteous.
proven to work in other organization’s core strengths.
Although this work of change is organizations, and you believe It would be foolish to be
ultimately the work of the Holy will work in yours. Our reactive to external factors
Spirit, we’ve come up with a list of experience has shown the alone. Change happens with
suggestions that God often blesses Appreciative Inquiry (AI) the consideration of positive
in the pursuit of positive process is a positive process internal factors. Positive
organizational change. for change. We have found it change begins with the inquiry,
is uniquely suited to our analysis, and dialogue of an
1. Pray. The book of Nehemiah Christian values and beliefs. It organization’s positive core.
documents a great work of is a process for large-scale This process involves multiple
positive change as the remnant stakeholders, and then links
Page 1
Action Steps to Positive Organizational Change
this its core to your change and developing plans. Don’t
agenda and priorities. underestimate your staff who
Focusing on the positive are in the trenches and
creates the energy needed to therefore often more alert to
create change. We all know the pulse of your organization
that focusing on negatives and those you serve.
alone saps the vital energy
necessary to move forward.
7. Inspire through trust. After
plans for change are made,
they need to be communicated
to the staff who will be
carrying them out. It is vital
that a framework of trust
already be in place before any
plans for change are
communicated so that staff will
feel safe enough to embrace
them. Trust is won through
integrity, compassion,
consistency, open
communication, and shared
vision.
8. Inspire through vision.
Another element that aids in
the acceptance of a new plan
by your staff is the
persuasiveness of the argument
for the change. Take time to
fully explain your decision and
answer any questions, and you
will find staff far more willing
to embrace the changes.
9. Involve Staff in the change
process. The more you can
involve staff in the process of
change, the more likely they
will be to devote themselves to
it. This includes, praying,
researching external changes,
Page 2
Related docs
