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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