BMGT 364 Session 10 - Org Change

BMGT 364 Session 10 - Org Change - BMGT 364: Management and...

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© Copyright 2010 Organizational Change BMGT 364: Management and Organizational Theory Fall 2011; Session 10 Gosia A. Langa Department of Management & Organization
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© Copyright 2010 Importance of change in  organizations Why is it so difficult to  achieve? How can the probability of  success be maximized for  change programs? Agenda
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© Copyright 2010 Change or Die “What if a well-informed, trusted authority figure said you had to make difficult and enduring changes in the way you think and act? If you didn't, your time would end soon. Could you change? You wouldn't change.” Yes, you say? Try again. Yes? You're probably kidding yourself. The scientifically studied odds: nine to one that you will not change.
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© Copyright 2010 Five Myths about Change Myth:  Crisis is a powerful impetus for change     Reality – 90% of bypass patients do not sustain change in their unhealthy lifestyles Myth:  Change is motivated by fear     Reality – Compelling, positive visions of the future inspire change Myth:  The facts will set us free     Reality – Thinking is guided by narratives Myth:  Small, gradual changes are always easier to sustain     Reality – Radical, sweeping changes are easier, yielding quick benefits Myth:  We can’t change - our brains become hardwired early in life     Reality – Our brains have enormous plasticity as long as we remain active Source: Deutschman, Alan. “Change or Die.” Fast Company. May 2005 http://www.youtube.com/watch?v=Qx_8gxh76iM
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© Copyright 2010 Organizational Implications The best inspiration comes from leaders who can create compelling  and positive visions of the future.  Radical, sweeping changes are riskier but often more effective,  because they quickly yield benefits visible to everyone. 
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BMGT 364 Session 10 - Org Change - BMGT 364: Management and...

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