Organizational Change Part the FirstSteven E. PhelanJuly 2006

Images of ManagingControllingTop-down view of managementFayols theory of management: planning, organizing, commanding, coordinating and controlling. ShapingParticipative style of managementImproving the capabilities of people within the organization

Images of Change OutcomesIntended Change:Change is a result of planned actionPartially Intended Change:Change may need to be re-modified after it is initially implementedUnintended Change:Forces beyond the control of the change manager

Images of Change Managers

Images of ManagingControlling . . . (activities)Shaping . . .(capabilities)Images of Change OutcomesIntendedDIRECTORCOACHPartially IntendedNAVIGATORINTERPRETERUnintendedCARETAKERNURTURER

Images of Change ManagersDirectorBased on an image of management as control and of change outcomes as being achievable.Supported by the n-step models and contingency theory.CoachRelies upon building in the right set of values, skills and drills that are deemed to be the best ones that organizational members will be able to draw on in order to achieve desired organizational outcomes.Related to organizational development approaches.

Images of Change ManagersNavigatorControl is still seen as at the heart of management action, although a variety of factors external to managers mean that while they may achieve some intended change outcomes, others will occur over which they have little control.Supported by the contextualist and processual theories of change.InterpreterThe manager creates meaning for other organizational members, helping them to make sense of various organizational events and actions. Supported by the sense-making theory of organizational change

Images of Change ManagersCaretakerThe change managers ability to control is severely impeded by a variety of internal and external forces beyond the scope of the manager. The caretaker is seen as shepherding their organizations along as best they can.Supported by life-cycle, population-ecology and institutional theories.NurturerEven small changes may have a large impact on organizations and managers are not able to control the outcome of these changes. However, they may nurture their organizations, facilitating organizational qualities that enable positive self-organizing to occur. Related to chaos and Confucian/Taoist theories.

QuestionsTo what extent are you more comfortable with one or other of the six images?Why is this the case?What are the strengths and limitations of the images that you have identified as most relevant to you?What skills do you think are associated with each image?Are there areas of personal skill development that are needed for you to feel more comfortable in using other images?Have you ever been in an organization that was dominated by particular images?What barriers to alternative images existed in this organization? What strategies could overcome these barriers?

Green Mountain CaseAn example of a problem that has been dis-solvedWhich frame does it fit?How does it look through another frame?

Why change?Change is a risky activityMany organizational changes fail or do not realize their intended outcomes. This raises the question of why change is so prevalent?Pressure to change comes from:External, environmental pressuresInternal, organizational pressures

External, environmental pressures

External, environmental pressures

Internal organizational pressures

Internal organizational pressures

Change Problems Five FrictionsDistorted perceptionsHubris, cognitive biases etc.Dulled motivationCosts of change, cannibalization costs, cross subsidy comfortsFailed creative responseSpeed or complexity or vision is lackingPolitical deadlocksDepartmental politics creates blockages Action disconnectsLeadership inaction Embedded routines are stickyCultural values resist change

QuestionsTo what extent can you identify environmental pressures propelling your organization toward change?To what extent do you have influence over whether and how to change?Which of the reasons to avoid change have you experienced or seen?How easy is it to raise issues in your organization about the rationale for engaging in specific changes? Is there a dominant rationale? Why?What personal criteria might you adopt for initiating a specific change for the right reasons?

Bob GalvinQuestions:What are the issues that worry Galvin in the spring of 1983?What grade would you give Galvins speech for its effectiveness in stimulating change?What would you have done differently?What would you recommend Galvin and the others do next?Is Galvins leadership philosophy and practice a model for Visionary Leadership

Diagnostic toolsThe image of the change manager impacts the types of tools that may be used. The different images highlight the range of reasons why tools like these may be utilized they illustrate the numerous ways change can be interpreted.

Advantages of using diagnostic tools1Simplifies a complex situation.Identifies priorities for attention.Highlights interconnectedness of various organizational properties (e.g., strategy and structure).Provides a common language with which to discuss organizational characteristics.Provides a guide to the sequence of actions to take in a change situation. 1 Source: Burke (2002)

Diagnostic modelsSix-box organizational model7-S frameworkStar modelCongruence modelBurke-Litwin modelFour frame modelDiagnosis by imagePESTEL frameworkScenario analysisGap analysisElements of strategyStrategic inventoryNewsflash exerciseCultural webStakeholder analysisForcefield analysis

QuestionsHave you improved your knowledge of available diagnostic tools and models by reading this chapter?Do you feel that you could apply them when necessary?If you were to select two or three favourite tools/models, which would they be and why?To what extent do your images of change influence which diagnostic tools you are most comfortable using or see as most relevant?

Charlotte BeersQuestions:Why was Ogilvy and Mather (O & M) having problems when Beers took over? (i.e. Why did the organization need to change?)What was Beers trying to accomplish as CEO of O & M? What were the biggest challenges that she faced? What was her change strategy? How would you assess her vision?What is your assessment of the process Beers and her team went through to create this vision?What are the key challenges facing Beers at the end of the case? What would you recommend she do next?What are the key lessons from this case with respect to managing change?