Listen to Gen Holmes - Building Cultural Change

-

Listen to Gen Holmes - Building Cultural Change

Please listen to Gen Holmes in LaaD Podcast #9.  There is a lot of good advice in the podcast, but this article will focus only on one part ‐‐ the discussion about building lasting change.

I believe the only way to build lasting change is to anchor it within the organization’s culture. This is because ‘culture’ encompasses the behavior and norms of the organization. Thus, lasting change can only be achieved by making it the new ‘norm’. Here are some key points to keep in mind:

  • Cultural change is a difficult and long process
    • Officers change position often, so typically you can only hope to affect incremental change
    • The larger the change, the more time it takes because humans are creatures of habit and generally resist change
  • Start as early as possible and temper your ambition relative to the time available
    • If your vision is not attainable within your time in leadership, you have to keep in mind that each leader has their own priorities which may not align with yours after you leave
For those who don’t have their own process, here is a systematic technique taught during Intermediate Developmental Education (IDE):

 Kotter’s 8‐Step Change Model
  • Step One: Create Urgency
  • Step Two: Form a Powerful Coalition
  • Step Three: Create a Vision for Change
  • Step Four: Communicate the Vision
  • Step Five: Remove Obstacles
  • Step Six: Create Short‐Term Wins
  • Step Seven: Build on the Change
  • Step Eight: Anchor the Changes in Corporate Culture
I won't spend time explaining the whole model because it is a popular academic model that can be found online. However, I will provide some insights.

 All the steps are important, but the first two steps are the most important because it will be impossible to achieve subsequent steps without the following:

  • Strong reason for change (create urgency)
  • Strong support (form a powerful coalition – get buy‐in from powerful influencers)
    • Powerful influencers can be identified through listening, observing, and asking
    • Do not assume that a position of authority will pull people into your coalition
    • Organizations have techniques to resist change
      • Stall until there is a regime change or pretend to acquiesce (time is on their side)
      • Build a more powerful coalition to resist change
    • The key component for success is trust. It is amazing how fast things happen with trust and if people trust you then building a coalition should be easy.

Focus on short‐term wins because it will prove that your vision is attainable and build the foundation for anchoring change

 Hopefully this article helped inspire techniques for building lasting change.

 Links & Resources:
1. https://theleadershipdomain.com/podcast/2020/04/01/episode-9-general-mike-mobile-holmes/
2. https://www.amazon.com/Leading-Change-New-Preface-Author/dp/1422186431
3. https://www.amazon.com/SPEED-Trust-Thing-Changes-Everything-ebook/dp/B000MGATWG


Comments

  1. AnonymousNovember 29, 2022 at 4:32 PM

    Companies seeking to construct a slot sport can profit 점보카지노 in many ways. First, they will capitalize on the immense popularity of slot games by taking a small share of the bets like a land-based casino. Are you somebody that wishes to offer their very own slot game? Then, find a way to|you probably can} hire one other enterprise or freelancer to construct your slot sport.

    ReplyDelete

Post a Comment

Popular posts from this blog

Failing at Balance

-
Image
Failing at Balance Has anyone told you that you should have balance in life? I think it is impossible to achieve balance on a daily basis. Instead, you should ask yourself, “What is my purpose?” The key is to understand what is important in your life and prioritize. TECHNIQUES: The three‐legged stool model (see picture in article below) is useful to illustrate the need for balance, but in reality we often spend most of our time on ‘career.’ CAREER – This is important and the mission may require that we spend long hours at work, but when there are opportunities to break away you should spend it with your family. One of the best wing commanders I worked for would always go home by 1630 so that his staff did not stay late. He understood that we would not accomplish everything, no matter how many hours we worked, so prioritizing and communicating the tasks that won’t be completed was more important. FAMILY – To me this is the most important, but often sacrif
Read more

GabeRock: Time And Task Management

-
Image
TIME AND TASK MANAGEMENT Master your energy to deliver effective results Spoiler: Leaders will never have enough time or resources to accomplish everything perfectly… but you can manage your time and resources wisely and still deliver amazing results. ENERGY ●       Early Bird vs Night Owl - Which half of the day do you feel you can be most productive? ●       Communicate your preferences to your teammates - Carve out one hour every day to stay focused on your assigned tasks. ●       Sprints and Marathons...know how to run both of them - If everything is a priority task, none of them are. And if you wait until the last minute, it will only take you a minute. RHYTHM ●       Build one that makes sense for the team, not you - Define purpose, audience, and in/outputs of every team event. ●       “We have an event for that” - Avoid creating new meetings and and align personnel and  discussions to an existing event. ●       Understand two levels up - Use higher
Read more

Not Satisfied? -- The Good, Bad & Ugly

-
Image
Not Satisfied? - The Good, Bad & Ugly THE GOOD – A Source of Motivation Not satisfied? If channeled correctly, dissatisfaction can be used as motivation to improve as an officer, father, spouse, athlete, or person. No one is perfect and it is healthy to continually strive to improve. However, it can be unhealthy if you only dwell on the negative. Instead of focusing on the negative parts of myself, I try to imagine the person I should be and work to bridge that gap. THE BAD – Can Kill Opportunities Not satisfied with your performance report? This can happen because our perception of ourselves does not align with how others perceive us. The key is to openly communicate with your rater or supervisor, so that you are never surprised by your rating. Good supervisors should let their subordinates know when they are not meeting expectations as soon as possible and allow time to improve.  “Check your ego a
Read more