Business Development Execution
Leading change
2009-02-19
Kent Thorén & Kristina Palm
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Agenda
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Reflections on the Team Process
Overcoming Hurdles of Change
Leading Change by Kotter
Sum up
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Reflections on the team process
• Write down the most positive experience
from your team process
• Tell your team colleagues what you have
written
• Discuss how you can use this in future
team work
Time: 10 minutes
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Agenda
•
•
•
•
Reflections on the Team Process
Overcoming Hurdles of Change
Leading Change by Kotter
Sum up
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Execution - Not so Easy
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Source: Kim & Mauborgne, 2005
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Kurt Lewin (1890-1947)
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Process of Human Change
Kurt Lewin)
Refreezing
Change
Unfreezing
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Hurdles
• The Cognitive Hurdle
– Organization stuck in status quo
• The Resource Hurdle
– Limited resources
• The Motivation Hurdle
– Employees unmotivated to change
• The Political Hurdle
– Opposition from powerful interest
groups/individuals
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Source: Kim & Mauborgne, 2005
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How can These Hurdles be Overcomed?
• Tipping point leadership
• Concentrate – not diffuse
• Using the strength of
• disproportionate influence
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Source: Kim & Mauborgne, 2005
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Handling Cognitive Hurdles
• Don’t rely on numbers – rely on feelings
– Make people see and experience harsh reality in
first hand
-> people become internally driven
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Handling Resource Hurdles
• Concentrate on multiplying the value of the
resources
– Move resources to the activities that have the
highest potential performance gains
• Hot spots
– Low resource input but high potential
performance
• Cold spots
– High resource input but low output
• Horse trading
– Trade unit’s excess resources to fill remaining
gaps
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Handling Motivational Hurdles
• Seek massive concentration
– Every employee on every level needs to focus on
what he/she can do to contribute to the overall
vision
• Zoom in on kingpins
– Make sure you have the key influencers in the
organization with you
• Place kingpins in a fishbowl
– Make sure the kingpins actions are transparent
to others
• Atomize
– Frame the strategic change in a way that people
believed that it is attainable
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Handling Political Hurdles
• Don’t fight alone
– Identify your detractors and supporters – forget
the middle and strive to create a win-win
outcome for both
• Secure a consigliere on your team
– A respected senior insider who knew land minds
• Find your angels
– Those who will gain most of the strategic change
will be your friends!
• Find your devils
– Those who will lost most of the strategic change
will be your worst enemies
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Focus on the Tails
Conventional Approach
Influencing the big crowd
Breakthrough Approach
Influencing the few that has disproportional influence
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Agenda
•
•
•
•
Reflections on the Team Process
Overcoming Hurdles of Change
Leading Change by Kotter
Sum up
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Leading change by John. P Kotter
Professor at Harvard Business School
http://www.johnkotter.com/index.html
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So what should we do?
1. Create a feeling of need for change
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Study the market and the competition situation
Identify and discuss crises, potential crises or large
opportunities
2. Create a guiding coalition
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Put together a group with sufficient power to change
Make sure the group work as a team
3. Develop a strategy and a vision
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Create a vision that gives the change an orientation
Develop strategies to reach the vision
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4. Mediate the change vision
– Use all opportunities to constantly communicate the new
vision and strategy
– Make sure that the guiding coalition lead by example
5. Give power for action on a broad base
– Remove obstacles
– Change systems or structures that undermine the change
vision
– Encourage risk taking and non-traditional ideas, activities
and action
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6. Create short-time profit
– Plan for visible performance improvement or "profits"
– Give visible acknowledgement and rewards to those who
made the profits possible
7. Consolidate success and produce more
changes
– Use the credibility to change all systems, structures and
policies that do not fit together and not fit the change vision
– Hire, promote and develop people who can realize the
change vision
– Strengthen the process with new projects and change
actions
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Keep it moving!
"... do it in pieces. Don't declare victory to early.
Keep it moving..."
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8. Establish the "new" culture
–
Emphasize the connection between the new behavior
and the success
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Synthesis: Process of Change
Refreezing
(John P Kotter + Kurt Lewin)
Change
Unfreezing
Sense of Guiding Vision &
Urgency Coalition Strategy
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2
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Commu- Empower Short- Consoli- Anchoring
nicate
term
dating in Culture
Wins
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Group Assignment – Discuss
the two strategies of change
1. Discuss the two strategies for change, e.g. the
following questions:
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Are they conflicting or complementary?
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Does the time for publication matter?
Kotter: 1996, Blue Ocean Strategy 2005.
2. Document on flip-chart paper.
3. Presentation for the large group.
Time: 10 minutes for discussion, then presentation.
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