{"id":285,"date":"2012-07-24T11:26:27","date_gmt":"2012-07-24T15:26:27","guid":{"rendered":"http:\/\/blog.uvm.edu\/capacity\/?p=285"},"modified":"2012-07-24T11:26:27","modified_gmt":"2012-07-24T15:26:27","slug":"leading-change","status":"publish","type":"post","link":"https:\/\/blog.uvm.edu\/capacity\/2012\/07\/24\/leading-change\/","title":{"rendered":"Leading Change"},"content":{"rendered":"<p>I\u2019m often reminded that <a title=\"leading change\" href=\"http:\/\/cerc.stanford.edu\/leading_change.PDF\"><span style=\"text-decoration: underline;\">leading change<\/span><\/a> is not for the faint at heart. Having a plan for change is a good start<a href=\"http:\/\/blog.uvm.edu\/capacity\/files\/2012\/07\/iStock_000015500997XSmall2.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"alignright size-thumbnail wp-image-291\" title=\"iStock_000015500997XSmall\" src=\"http:\/\/blog.uvm.edu\/capacity\/files\/2012\/07\/iStock_000015500997XSmall2-150x150.jpg\" alt=\"\" width=\"150\" height=\"150\" \/><\/a>. Spend some time identifying the potential ramifications that may result.\u00a0 Open your mind to thinking across the organization and about how others may view the proposed change.\u00a0 Anticipate the unexpected and prepare yourself with some answers and strategies so you can act with grace and diplomacy.\u00a0 When things go wrong, and they will, you need to be ready to take the heat and accept the responsibility as the leader.\u00a0 When things go right, share that success with as many colleagues as possible.\u00a0 It will help to position you in a Win-Win situation.<\/p>\n<p>&nbsp;<\/p>\n<p>When we think about some barriers that may prevent change from happening, I\u2019m sure your list would look something like this:<\/p>\n<ul>\n<li>Lack of a clear vision for successful change<\/li>\n<li>Insufficient information about how the change will address the problem we are facing<\/li>\n<li>Limited management support for the change process<\/li>\n<li>Lack of communication about the change (need for, plans for, process for, etc.)<\/li>\n<li>Organizational complacency (contentment with the status quo)<\/li>\n<li>Lack of change leadership experience<\/li>\n<li>Lack of planning for resistance<\/li>\n<li>Lack of time<\/li>\n<li>Insufficient resources allocated to implement and maintain the change (structure, personnel, etc.)<\/li>\n<li>Policies not aligned to the change<\/li>\n<li>Poor follow-through<\/li>\n<li>Lack of rewards for change or consequences for not changing (carrots or sticks in place)<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p>Planning is a key to successful organizational change, so where do we start with planning?<\/p>\n<p><a href=\"http:\/\/blog.uvm.edu\/capacity\/files\/2012\/07\/imagesCAW53DQV1.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"size-thumbnail wp-image-296 alignright\" title=\"imagesCAW53DQV\" src=\"http:\/\/blog.uvm.edu\/capacity\/files\/2012\/07\/imagesCAW53DQV1-150x150.jpg\" alt=\"\" width=\"150\" height=\"150\" srcset=\"https:\/\/blog.uvm.edu\/capacity\/files\/2012\/07\/imagesCAW53DQV1-150x150.jpg 150w, https:\/\/blog.uvm.edu\/capacity\/files\/2012\/07\/imagesCAW53DQV1.jpg 167w\" sizes=\"auto, (max-width: 150px) 100vw, 150px\" \/><\/a><\/p>\n<p>You might begin by identifying a team of staff to engage with leadership in the implementation of change right from the beginning planning stages.\u00a0 Think about including individuals representing the various demographics of your organization (years of service, level of employment, and all departments that will be affected).<\/p>\n<p>&nbsp;<\/p>\n<p>Call the implementation team together and share a worksheet created with the bulleted list above and begin discussion on the first barrier with the full large group.\u00a0 The goal is to identify both the root cause of the barrier as well as the approach or strategy the implementation team might take to overcome or eliminate the barrier.\u00a0 Once the team experiences what you are looking for from the discussion, divide the team into smaller groups and assign several of the barriers in the list to each small group.<\/p>\n<p>&nbsp;<\/p>\n<p>Pull the small groups back together and draw in contributions for the entire group to discuss the responses and ways of overcoming barriers.\u00a0 Unfortunately we don\u2019t have a crystal ball <a href=\"http:\/\/blog.uvm.edu\/capacity\/files\/2012\/07\/XtalBall.png\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-299\" title=\"XtalBall\" src=\"http:\/\/blog.uvm.edu\/capacity\/files\/2012\/07\/XtalBall.png\" alt=\"\" width=\"144\" height=\"144\" \/><\/a>to project which barriers we will confront, but the team brings a breadth of experience and knowledge about the organization and will be able to identify the most likely <a title=\"barriers\" href=\"http:\/\/ezinearticles.com\/?The-Three-Greatest-Barriers-to-Organizational-Change&#038;id=622461\"><span style=\"text-decoration: underline;\">barriers<\/span> <\/a>ahead.\u00a0 Invite an active and open discussion about those barriers that are likely to become a reality.\u00a0 Addressing those, what could be put in place immediately to promote successful navigation of the barrier?<\/p>\n<p>&nbsp;<\/p>\n<p>Leading change is never easy.\u00a0 Being proactive with planning and implementation will surely help.\u00a0 What other ideas do you have that may assist others in leading a successful change initiative.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>I\u2019m often reminded that leading change is not for the faint at heart. Having a plan for change is a good start. Spend some time identifying the potential ramifications that may result.\u00a0 Open your mind to thinking across the organization and about how others may view the proposed change.\u00a0 Anticipate the unexpected and prepare yourself [&hellip;]<\/p>\n","protected":false},"author":613,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-285","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/blog.uvm.edu\/capacity\/wp-json\/wp\/v2\/posts\/285","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blog.uvm.edu\/capacity\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blog.uvm.edu\/capacity\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blog.uvm.edu\/capacity\/wp-json\/wp\/v2\/users\/613"}],"replies":[{"embeddable":true,"href":"https:\/\/blog.uvm.edu\/capacity\/wp-json\/wp\/v2\/comments?post=285"}],"version-history":[{"count":13,"href":"https:\/\/blog.uvm.edu\/capacity\/wp-json\/wp\/v2\/posts\/285\/revisions"}],"predecessor-version":[{"id":304,"href":"https:\/\/blog.uvm.edu\/capacity\/wp-json\/wp\/v2\/posts\/285\/revisions\/304"}],"wp:attachment":[{"href":"https:\/\/blog.uvm.edu\/capacity\/wp-json\/wp\/v2\/media?parent=285"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blog.uvm.edu\/capacity\/wp-json\/wp\/v2\/categories?post=285"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blog.uvm.edu\/capacity\/wp-json\/wp\/v2\/tags?post=285"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}