R. Webb, Chairman and CEO of The Knowledge Webb, Inc., is a leading
expert on designing and implementing leadership alignment systems for
organizations undergoing substantial change. The following presentation
reflects some of Michael's insights on how effective leaders manage
TO EFFECTIVELY LEAD CHANGE
1. Personally lead
lead the change.
Communicate in a one-page model the fit of the why, what, where, when
and how of the change effort. If you cannot do this, donít start.
by exhibiting and reinforcing TODAY the future values and behaviors
needed by the organization TOMORROW.
a management change that is symbolic to the change effort.
levels of decision points, budget processes, or something else that
shows that management processes are not sacred and will be aligned
and focused to enable change.
only on the key priorities during the change initiative.
the transition from the old ways to the new.
plan your early victories to gain organizational momentum.
a systemic approach and anticipate the unexpected.
every leadership action, there is an unequal and infinite number of
reactions." Michael R. Webb, CEO, The Knowledge Webb
your countermeasures and contingencies for the most likely and serious
reactions before launching.
your organization on the change process itself.
individuals on how to be more flexible and resilient in order to capitalize
on change quickly.
your organization with processes to quickly adapt to new situations
and changing directions.
6. Visibly track
and make visible all key measurements to show the current status of
cause and effect to show results of efforts wherever possible.
the load if the process is changed.
not overload individuals during the transition from old to new processes.
success and reward effort.
are no failures if you learn lessons from the experience and build
learnings into the next round of solutions.
enable a system that drives unsuccessful trials underground where
no learning takes place because, in those cases, the pitfall is still
there for future failure.
in your commitment to changing, not necessarily in the change itself.
everyone know that change is NOT an option.
exact target may change over time, but not the original reason for
the change itself
personal level of commitment to change is the organizationís most
tangible evidence that change is real and not just the "flavor
of the month."
you do not want to "throw in the towel" at least three times
during the process, you are not pursuing change as aggressively as
patience and a sense of humor.
patience and empathy with the struggle many people will have when
dealing with change.
fun at yourself and laugh. Everyone should have some fun in the process.