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Tidbits, titbits or tipbits?
Engaging leadership ideas to get your dendrites firing
Curated by Jess Chalmers
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Rescooped by Jess Chalmers from Business Brainpower with the Human Touch
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5 Ways to Empower Employees to Drive Change

5 Ways to Empower Employees to Drive Change | Tidbits, titbits or tipbits? | Scoop.it
From www.inc.com - February 23, 2017 3:38 PM

I have been writing a series of articles on culture-enabled organizational transformation. Much of my philosophies on this subject are derived from learnings on the battlefield as a Navy SEAL, and in the boardroom as an entrepreneur. There are three phases to my transformation model, each with several components: building the change culture, preparing for the change battle, and winning the change fight.

 

Once a company is well-prepared for change and high levels of trust and accountability have been woven into the fabric of the organization's culture, only then can they start preparing for the change battle. Behaviors and mindsets must adapt and a plan of attack developed and communicated. The first phase of winning the change fight is to empower the team and enlist as much participation as possible at all levels.


Via The Learning Factor
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The Learning Factor's curator insight, February 21, 2017 5:07 PM

Organizational transformation requires empowerment and participation at all levels.
rodrick rajive lal's curator insight, February 22, 2017 4:32 AM
Organisations should allow their employees to drive change. But then, for that to happen, a culture of trust needs to be developed, post that, the vision of the organisation, philosophy and ethos need to be shared with the employees. After the sharing of the vision, organisations need to provide for disruption and challenging of fixed mindsets. Providing employees with enough opportunities for professional growth, and offering enough sources for learning new things, all of them will help build a workforce of dedicated employees who are willing to drive change!
 
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What Change Agents Value at Work

What Change Agents Value at Work | Tidbits, titbits or tipbits? | Scoop.it
From blogs.hbr.org - December 25, 2013 3:42 AM

The following strengths are key indicators of effective change management:


Demonstrates flexibility and resilience. Works well with a variety of individuals or groups. Adapts as the requirements of a situation change.  Manages pressure and copes with setbacks effectively.Recognizes growth opportunities. Looks for ways to improve. Demonstrates skill in minimizing others’ resistance to change.Strives for results. Focuses on improving performance.Leads courageously. Takes charge of initiatives and situations. Takes responsibility for making difficult decisions, even in the face of dissent. Shares feelings, opinions, and needs with clarity and conviction. Does not avoid conflict or differences.Gains buy-in.  Explores alternative perspectives and ideas to reach solutions that have support from others in the organization.
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Organisation Capability's curator insight, January 10, 2014 6:22 AM

Key qualities for effective change management.
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To Create Change, Leadership Is More Important Than Authority

To Create Change, Leadership Is More Important Than Authority | Tidbits, titbits or tipbits? | Scoop.it
From blogs.hbr.org - April 23, 2014 5:49 PM

Aspiring junior executives dream of climbing the ladder to gain more authority.  Then they can make things happen and create the change that they believe in.  Senior executives, on the other hand, are often frustrated by how little power they actually have.

The problem is that, while authority can compel action, it does little to inspire belief.  It’s not enough to get people to do what you want, they also have to want what you want — or any change is bound to be short lived.

 

That’s why change management efforts commonly fail.  All too often, they are designed to carry out initiatives that come from the top.  When you get right down to it, that’s really the just same thing as telling people to do what you want, albeit in slightly more artful way.  To make change really happen, it doesn’t need to be managed, but empowered. That’s the difference between authority and leadership.


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The Learning Factor's curator insight, April 21, 2014 8:17 PM

To make change really happen, it doesn’t need to be managed, but empowered. That’s the difference between authority and leadership.
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