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Chapter 9 - MID-LIFE CRISIS AND POTENTIA... > Change Leaders and Change Agents

Change Leaders and Change Agents

The last several chapters have focused on evolution, learning, and transformational processes in organizations with special focus on issues of culture and subculture. In most organizational situations today, the pace of change is such that one cannot count on evolution to solve an organization’s problems. Change leadership and change management are needed whether we are talking about a start-up, mid-life, or mature/dying organization. What will be required of these people?
Change leaders can be thought of as persons who create enough disconfirmation in the organization to arouse motivation to change and who can then organize the processes needed to make the changes. Both things are needed, but they need not be in the same person. Change leadership should therefore have several characteristics if it is to arouse motivation to change and learn:
1. Credibility. Whatever they say must be believed (not discounted).
2. Clarity of vision. Whatever they say must be clear and make sense.
3. Ability to articulate the vision. They must be able to state verbally and in writing what it is they perceive and what the implications are for the future of the organization. They must be able to translate their vision into desired new behavior.
4. Understanding of cultural dynamics at different stages of organizational growth.
5. Process skills to create the management processes needed to implement planned change programs that are appropriate to the organization’s age, size, and business/technological/ cultural context.

  

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