Change ManagementChange Management

Prof. Steve Phelan Prof. Steve Phelan

Lecture 14Lecture 14

TodayToday• Post corporate careers

Back to square zero (1997) Case: Wellcome Israel

• LMZ Chs 34-36 Creating successful organization change

(1991) Managing organizational transformations:

VHA (2000) Innovation in Whole Scale Change (2003)

Post Corporate CareersPost Corporate Careers• Do people expect a career path anymore?

What do you expect from a job?

• Two dimensions Organizations -> Individual career mgt Vertical paths -> Horizontal paths Is this true in your organization?

Individual AdviceIndividual Advice• Supporting elements

Know your own abilities and preferences• Become indispensable in your organization• Cultivate relationships in other organizations• Put aside money and resources for eventualities• Consider alternative careers and prepare for them

Join professional associations Keep networks strong Help others through career difficulties

• Global elements Get international experience Learn another language Get computer literate

Managerial adviceManagerial advice• Supporting elements

Offer a psychological contract you will be able to keep When outsourcing, look for opportunities to set up

your own employees Support trade associations Focus on skill development rather than career tracks

• Global elements Get on line Let small enterprises grow within your corporation Provide lifelong learning and outside links

Wellcome CaseWellcome Case

• Questions Should Sherman be patient and wait for the

situation to be resolved by the respective managements?

Should she be proactive and do what she felt would be in the best interests of her team?

Should she do what might be in her own best interest: not wait for the outcome, but start looking for another job now?

Creating successful changeCreating successful change• Examines changes in:

British Airways • OD claims it caused success

Mixes unfreezing, movement, refreezing with OD interventions

• Individual• Structure and systems (technostructural)• Climate/interpersonal sytle

Good statement of OD strategies• Time for showdown between OD and strategic change• Who/what do we believe?

Managing transformationsManaging transformations

• VHA Vision, restructure, accountability Communication, training, education Perseverance

Whole systems changeWhole systems change

• Ford, Boeing everyone going through a change

• Max-mix microcosms to the rescue Whole system in room D (database of grumbles) xV (preferred

future) xF (first steps)>R Event planning teams “Magic”