Strategy and Leadership PV237
Ing. Michala Kozinova, MBA.
Leadership Through Change
aka
Change Management
Strategy and Leadership PV237
Coaching through change exercise part 1
Situation: You are a leader of a group you
have just introduced the change to. Here
comes a practical exercise you can do to ease
the change.
● Explain the exercise and agree some ground
rules for the discussion (safety,
confidentiality, respect for individuals).
● Ask individuals in the team to write on sticky
notes how they feel about the changes.
Coaching through change exercise part 1
● Ask them to stick the notes on a flip chart and
then get the team to cluster the notes into similar
feeling groups.
● Consider the results and draw attention to
common ground (people will find comfort
knowing they are not the only ones who feel that
way).
● Start a discussion with how can these feelings be
addressed.
Coaching through change exercise part 1
● Brainstorm – no censorship – no idea is stupid.
● Sort and prioritize the action list.
● Assign actions.
● Schedule a follow up: when and where you
will discuss the progress.
● Repeat the sticky notes exercise when you feel
you moved forward to double check.
Case study – change is ALWAYS taken
badly
Redesign of invoice approval process to reduce effort & errors and to get analytics
New Way
●
12 Mouse clicks per transaction
●
Automated
●
Fully Auditable
●
Advanced Analytics
●
Reduction in Close Process
Old Way
●
168 Mouse clicks per transaction
●
Manual
●
Labor intensive
●
Prone to error
●
No analytics
How do you think it was received?
Source: MorganFranklin Consulting
Versus
Case study continued
It was not received well. To get this change
approved and in production, it took:
●
7 in person meetings
●
4 conference calls
●
113 emails
●
Personal involvement of the CIO, CFO, and two group VPs
What did they miss?
“We failed to
realize that
generally people
fear change and
the personal
impact of the
change”
Coaching through change exercise part 2
Group work
●
Put the competency stages on the
transition curve
●
Elaborate on leadership actions
needed for each stage
Consciously
Competent
Unconsciously
Competent
Unconsciously
Competent
Unconsciously
Incompetent
Consciously
Incompetent
Competence stages
Unconscious
Competence
Change
Competence stages