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It is often claimed that 70% of organizational change efforts fail, despite the popularity of linear change models. However these linear approaches to change are often based on the premise that change is predictable and straightforward, when actually change is complex, with the 'human' element often changing the functioning of the organizational system as a whole.
Leading Change provides the practical framework that allows leaders to actively engage with a complex adaptive system to bring about successful organizational change. Supported by academic research, and grounded with a range of examples and cases, the book offers a genuine, viable alternative to existing approaches.
List of contents
Acknowledgements Introduction
01 The emerging change model
Method
Results
Exploring the ECM
The ECM as a reflective framework
Part One Reflective dialogue in action
02 Dialogue and communication
Communicate, communicate, communicate?
Communication, monologue and dialogue
Getting out and about
Barriers to dialogue
03 ListeningDifferent ways of listening
Listen first
Authentic curiosity
Listening to ourselves
Seeking feedback
04 Voicing
Great expectations
Storytelling
05 Reflection
Reflection as abstraction
Sucked in
Reflection in practice
Managing other's emotions
Part Two Perspective, purpose and identity
06 The evolution of perspective
The paradoxical theory of change
The significance of multiple perspectives
Sharing perspectives
Perspectives and purpose
07 The evolution of purpose
All visions are co-created
Visions are dynamic
The role of the change leader
Who to engage in the visioning?
External perspectives
The burning platform
08 The evolution of identity
The limitations of logic
Identity
Giving and receiving feedback
Pace
The alternative
Values
Dialogue and identity
Part Three Power and politics
09 Power and politics
Support from the top
The limitations of positional power
The executive team
Middle management
Power and politics in practice
Taxonomies, models and tools
Part Four Themes
10 Authenticity
Authenticity and identity
Courage
Sincerity and authenticity
Meaning-making
Authenticity and feedback
11 Resistance to change
Resistance to change and the emerging change model
Sources of resistance
Resistance as resource
Reciprocal resistance
People and buses
Effective change agency
12 Systemic thinking
Systematic and systemic, complicated and complex
The view from the balconies
The emerging change model and systems thinking
Part Five Application
13 Case study: The emerging change model in practice
The change programme
Using the ECM
14 Getting started
A systemic approach
Purpose
Getting started
15 Leadership
Complexity and the role of practical judgement
Strategy
Authentic leadership
Spotting the authentic leader
16 Building capability
The role of the change agent
Becoming more authentic
Working with groups and teams
Learning together
Application
A word on 70:20:10
17 The role of coaching
What is coaching?
Systemic coaching
Systemic coaching at work
Coaching culture/change culture
References
Index
About the author
OD expert and executive coach, Paul Lawrence is co- Director of the Centre for Systemic Change, a change management company based in Sydney. Paul was previously a Global Programme Director for OD and Learning at BP.
Summary
It is often claimed that 70% of organizational change efforts fail, despite the popularity of linear change models. However these linear approaches to change are often based on the premise that change is predictable and straightforward, when actually change is complex, with the 'human' element often changing the functioning of the organizational system as a whole.
Leading Change provides the practical framework that allows leaders to actively engage with a complex adaptive system to bring about successful organizational change. Supported by academic research, and grounded with a range of examples and cases, the book offers a genuine, viable alternative to existing approaches.
Foreword
Moves away from looking at why so many change programmes fail and explores what we can learn from those that are successful
