Tina+3.27+From+Managing+Conflict+to+Leading+Change

From Managing Conflict to Leading Change. Session 2214

An organization must keep the pace of change with that of the change outside of the organization. 4 phases of change. School Leadership Create a demand for change Implement Manage personal transitions Monitor and evaluate

Strong leaders don't always have a positive impact because: leader is focus on things that don't matter or underestimate the magnitude of change and the implications it has for the people expected to implement it.

The same change can be perceived differently by different stakeholder

First or second order change. Image of old lady or young- all about perception. Frame the message/image establishes what you see. Frame the characteristics and implications for stakeholders rather than examples of change. What are the characteristics of the change. Extension of past vs break from the past Consistent w/ prevailing organizational norms vs new norms Congruent w/ personal values vs incongruent w/ personal values Easily learned vs requiring new knowledge and skills

For KS, we may not be attending to the personal needs in terms of the transition.

To create demand you have to create discontent with the old or create something more attractive than the old. Work from both top down and bottom up.

People adopt new idea  when it is perceived  as better than what you have now, ...

Ideas stick when they are simple, unexpected, concrete, credible, emotional...

Target your message to people who are influential in the organization or targeted audience/stakeholder. 2.5 percent will be innovators, 13.5 early adopters, 34 percent are early majority, 34 percent late adopters. Target your message to the influential people in 34 percent category. Knowing and messaging the influentials will make the difference between managing conflict and leading change.

Ka Piina reflection:  I think it is important for us to tap into the influential people within our organization to support the changes we are making.