Organizational change is a constant factor in the business world and plays a significant role for organizational leadership. On a daily basis, organizations are challenged to improve their business performance and take on new and exciting projects, often as a result of a change in strategy or as a way to increase business effectiveness.
This case study describes how a team of organizational development (OD) and human resource (HR) specialists worked as partners with the City of Ottawa’s operational and shared services leaders to change the way all City employees provide service excellence. Beverley Patwell (an external OD consultant), Donna Gray (Director, ServiceOttawa Department, City of Ottawa), and Steve …
This literature review examines the topics of change management and leadership by exploring how leadership attributes contribute to and/or hinder the successfulness of a change initiative. The main question undergirding this report is: What are some of the essential attributes and behaviours of an effective change leader? Three broad themes are included in this report: …
Essential Attributes and Behaviours of a Change Leader Read More »
Introduction At the most general level, organizational change is present when a workplace experiences a difference in its functions, members, leaders, or form (as cited in Weick and Quinn, 1999). This change subsequently requires an adaptive response on the part of employees (Jex, 2002). Evidence suggests that perceptions of stress in the workplace result from …
Change management: How change leaders mitigate employees’ change-induced stress Read More »
Every organization is DOING change management and many even have a dedicated change team. In the past 20 years, the practitioners and researchers in the field have seen a shift from hiring change management consultants to developing change management teams within an organization. Based on my experience, I provide my insights on the change process and suggest a practical approach to managing change in an organization.
With organizations and their environments in a state of constant flux, organizational development scholars have been challenged to create and practice methodologies that enable fast, yet comprehensive change. In answer to the call, a wide range of large-group change techniques has emerged to promote whole-systems adaptability. While the technologies differ in their focus and approach, …
Exploring the Roots of Large-Group Change Techniques Read More »
To lay the groundwork for true and effective participation among stakeholders, change agents must create an environment that enables high quality conversations and learning interactions and that engenders strong positive emotions.
In this current difficult economic climate, many organizations are facing the unfortunate necessity to downsize and streamline. Astute executives and HR managers, many of whom have been through previous rounds of downsizing, realize that they must approach it carefully because both research and experience have shown that there are many negative consequences to this process. …
Downsizing Your Organization? Lessons from the Trenches Read More »
In my 28 years with Shell I have seen many change initiatives. Some were effective, many were not. I never really thought about why. That all changed when I was assigned the task of implementing a series of six business improvement best practices at our two oil sands manufacturing facilities in Alberta. The work processes …
Change Management From an Engineer’s Perspective Read More »
Too often, implementing information technology initiatives neglects consideration of the human factor from very early in the process. The author demonstrates that attention to organization development and change management in IT implementation has resulted in a positive impact on productivity, job satisfaction, and other work attitudes. This justifies proactive efforts to plan for change management …
Learn about an innovative change management initiative to bring e-government to Ontario. The case study details how the OPS built organizational capacity and engaged stakeholders and employees; as well as key factors for successful change.
One of the most frequently asked questions in change management is how can we build genuine and inclusive support for change within our organization, and do it quickly? One answer to the dilemma of time versus wide participation is to use a large group whole systems change process. In this article, the author examines one …
A Tale of Two Future Searches: A Methodology for Large Group Change Planning Read More »
Unions often feel uneasy about employee ownership, Dr. Beatty says. But in these cases drawn from her research, they learned to love it, embracing it as a potent strategy for saving jobs, keeping plants open, and building better union-management relationships. Surprising fact: in 2002, unionized workers made up a larger percentage of U.S. employees holding …
In part one, Brenda discussed how diagnosis enables change leaders to uncover what is really going on – and how that knowledge yields both the best solutions and the energy for change. In part two of her article, she elaborates on how diagnosis actually works to mobilize change, and how to make an accurate diagnosis. …
At its core, facilitating organizational change is about energizing the right people to design and execute smart strategies. As sociologist Philip Selznik says: “Strategies take on value only as committed people infuse them with energy.” Read on for part one of an article that details how diagnosis lights that flame. A few years ago, under …
During Queen’s IRC’s popular Change Management program last June, real estate and environmental consultant Harold Kenny shared his unique, sometimes unorthodox thoughts about how stakeholder communications can help make your change happen – in his case, years ahead of schedule and millions under budget. Here’s what Harold has to say about engaging stakeholders so that …
Have you ever woken up in the morning with a brilliant idea, one that solves a problem that’s preoccupied you for months? Perhaps you can’t quite believe the elegance of the solution, and you decide to sleep on it for one more night. The next morning, excited, convinced that your answer is sound, you go …
Resistance is Futile: Making Change Simply Irresistible Read More »
The new executive director of a nonprofit organization realizes that a failed merger has left the place in chaos. What should she do to put things right? Experts offer their advice on the best path forward.
Mergers and acquisitions often don't result in positive organizational change. In this current issues paper, the Dean of Science and Health from the Saskatchewan Institute of Applied Technology discusses the four stages of the M & A process, human resource management issues such as retention, and essential cultural considerations for a successful merger.
This customer service case study looks at change at a large telecomm and telephone company in the process of being privatized.
This paper examines change management and labour organizations. Specifically, the research surveys the impacts of workplace changes such as downsizing and restructuring on unions and the work-life quality of employees.
Research has revealed that often, mergers mean high failure rates, sinking profits and negative human resources impacts. This study identifies success factors and provides advice for managers for navigating a merger successfully.
How do you manage change while promoting labour-management collaboration? In today’s organizations, unions and management are increasingly being asked to work together in areas that stretch far beyond collective agreements, such as organizational design and business and profitability planning.
A surprisingly high percentage of organizational changes are doomed to fail. According to recent surveys, reengineering efforts have about a 33 percent chance of success, mergers and acquisitions succeed 29 percent of the time, quality improvement efforts achieve their goals half the time, and new software applications hit the mark in less than 20 percent of the cases. What often goes wrong: Bright people develop a plan that includes a sound business reason for the change.
Market pressures force organizations to change rapidly. Given this unrelenting pace, leaders find they no longer can mull over decisions before taking action. Organizations must be nimble in considering and acting on changing needs in staffing. Leaders must ask…