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Frameworks of Org Change (Diagnosing Change (Before you decide what to do,…
Frameworks of Org Change
Diagnosing Change
Before you decide what to do, you need to get to the bottom of what is really going on (get below the surface of the iceberg).
Must consider underlying problems vs. symptoms of the problem, as well as the interconnectedness of the system
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Content of Change
Burke & Litwin Model
Outlines the 12 elements that affect org performance, with EXTERNAL ENVIRONMENT as the key driver that affects everything else
Top 4 boxes: when you need to change any of these, the org goes through profound TRANSFORMATIONAL change
Bottom 8 boxes: smaller scale, incremental
TRANSACTIONAL CHANGE, but no less important
7S Model
Outlines 7 internal org aspects that need to be aligned if change is to be successful, with SHARED VALUES as the core that affects everything else
Can improve org performance by identifying which parts are stronger or weaker. If one element changes, everything else changes, too
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Phases of Change
Lewin's Unfreezing Model
Unfreezing --> create readiness for change.
-Break patterned behavior/ ways of thinking
-Create contrast and survival anxiety
-Communicate compelling vision
Moving --> determined by magnitude of change and level of uncertainty
-Can be difficult due to lack of clarity, ability, or sufficient incentive
-Provide learning and training, appoint managers who "walk the talk"
Refreezing --> make change stick thru institutionalization
-Change must be monitored to prevent falling back into old habits
-Reward/celebrate early wins to reinforce behavior
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