Catalyzing Change 

Initiating, managing and leading change 

 

People with this competence:  

• Recognize the need for change, take ownership of change initiatives and remove barriers to change;

• Challenge the status quo; stand up to opposition and resistance;

• Champion the change and enlist others in its pursuit, making a compelling argument for the change;

• Model the change expected of others;

• Give people detailed advance information about possible future changes; and

• Demonstrate the mental agility to consider new approaches.

 

People lacking this competency: 

• Are happy with the status quo; do not recognize the need for change;

• Have a vocabulary that often includes the “way we’ve always done things around here”  Overtly and covertly resist change;

• Fails to prepare for the future; and

• Lacks the ability to maintain an open mind about change and what it might bring.

 

Development tips:  

• Challenge the status quo and “the way we’ve always done things”;

• Identify how and where things could be better;

• Communicate change initiatives and how things will be better – in the case of change, you cannot possibly over- communicate;

• Be able to address how the change will impact people, and be prepared to deliver the change message in a way that allows them to see how they will be better off with the change;

• Develop a written plan for major change initiatives (create a sense of urgency, establish a guiding coalition, develop and communicate a vision and strategy for the change, empower action, generate and celebrate short-term wins, generate more, anchor new approaches in the culture of the organization) 

 

Great Resources:

Leading Change and The Heart of Change, both by John P. Kotter

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