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The change champion's field guide : strategies and tools for leading change in your organization /
Nearly a decade later, leading change pioneers in the field have realigned to bring you the second edition of the Change Champion's Fieldguide. This thoroughly revised and updated edition of the Change Champion's Field Guide is filled with the information, tools, and strategies needed to i...
| Clasificación: | Libro Electrónico |
|---|---|
| Otros Autores: | |
| Formato: | Electrónico eBook |
| Idioma: | Inglés |
| Publicado: |
San Francisco :
Pfeiffer,
[2013]
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| Edición: | Second edition. |
| Temas: | |
| Acceso en línea: | Texto completo |
Tabla de Contenidos:
- The Change Champion's Field Guide: Strategies and Tools for Leading Change in Your Organization; Copyright; Contents; List of Figures, Tables, and Exhibits; Acknowledgments; Who Should Read This Book?; About This Book; How to Use This Book; Applications on the Job; Taking Full Advantage of This Book; Introduction by the Editors; Foreword; Prelaunch; Self-Examination; External Environment; Establishing the Need for Change; Establishing the Vision and Direction for the Future; Launch; Post-Launch; Sustaining the Change; Part One: Transformational and Large-Scale Change.
- Chapter One: Driving Change Through Career Models: An Operating System for Integrated Talent ManagementHR and Business Transformation; Service Orientation; Guarding the Castle Means Not Taking Risks; Integrated Talent Management Based on Career Models; A Developmental Workforce Architecture Aligned to the Future State; Future-State Architecture; An Employee Engagement Framework; Functional Differentiation; A Foundation for Strategic Workforce Analytics; Is it Working?; At Microsoft; At ITT; Lessons Learned; Conclusion; Notes.
- Chapter Two: Driving Cultural Transformation During Large-Scale ChangeIntroduction; Business Rationale for Engaging in Organizational Culture Change; What Is Organizational Culture?; I. Culture Change Takes Place More Effectively When Worked at Three Levels: Organizational, Team, and Individual; II. Culture Change Is Accelerated by Connecting Individual Beliefs to Organizational Results; III. Cultural Change Requires a Planned and Disciplined Implementation Cascade; IV. Cultural Change Is Accelerated by Using a "Leader-Led Learning" Approach.
- V. Technology Should Be Leveraged for Communications, Measurement, and Reporting Successes Related to Cultural Adoption and TransformationConclusion; Chapter Three: Leveraging Musical Experiential Learning for Organizational Impact; The Art; The Science; Head, Heart, Hands-Integrated Learning; Chapter Four: Navigating the White Water of Organization-Wide Change: Best Practice Principles for Change Management; Reasons for Change Initiative Failure; Inadequate Preparation for Change; Flawed Change Implementation Activities; Inability to Anchor Changes.
- Principles for Bringing about Organization-Wide ChangePrinciple 1: Assess the Change Situation Carefully Before Initiating Any Change; Principle 2: Design an Initial Change Plan to Fit the Change Situation; Principle 3: Communicate a Compelling Vision of the Bene. ts of Adopting This Change; Principle 4: Monitor and Build or Maintain the Credibility of the Change Leader(s); Principle 5: Rely on "Influence Without Authority" Change Tactics as Much as Possible; Principle 6: Revise the Change Plan as the Change Initiative Unfolds; Principle 7: Be the Change You Seek in Others.