Term
| The learning organisation |
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Definition
| a provision of learning spaces a willingness to experiment no blame — mistakes are seen as an opportunity to learn a celebration of diversity a truly shared vision rewarding learning |
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Term
| Successful organisational change relies on good change leadership |
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Definition
| ‘A change agent is a person or group who takes leadership responsibility for changing the existing pattern of behaviour of another person or social system |
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Term
| The Three Common Elements of All Change |
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Definition
| Identifying what you expect people to stop doing. Specifying what you expect people to start doing Confirming what you want people to continue doing |
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Term
| The learning organisation |
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Definition
| a provision of learning spaces a willingness to experiment no blame — mistakes are seen as an opportunity to learn a celebration of diversity a truly shared vision rewarding learning |
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Term
| Once the elements are defined, focus on communicating constantly: |
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Definition
| Why Change What is Expected What the Change is Not |
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Term
| The crucial step KNOW WHAT MATTERS DELIVER WHAT MATTERS TAKE RESPONSIBILITY FOR WHAT MATTERS |
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Definition
| facilitating feedback from your stakeholders. That is, determining what they want you to start, stop and continue doing in return. You have the responsibility to set the Expectations Framework, but the “what” and “how” of change comes down to aligning expectations. |
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Term
| What are the benefits of productive relationships? |
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Definition
| Greater clarity and trust Increased competitive agility Faster decision making Progress metrics focusing on what really matters Greater confidence in doing the right things right Accelerated performance towards people’s potential Improved extent and quality of delegation Better motivation as people know what success looks like |
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Term
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Definition
| ‘Organisation development is a comprehensive effort to improve an organisation’s ability to deal with its environment and solve problems. |
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Term
| organisational transformation |
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Definition
| ‘Organisational transformation is radical transformation of an organisation’s vision and structure, usually involving large-scale downsizing of its workforce |
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Term
| Six components of strategic leadership |
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Definition
| Determine the organisation’s purpose or vision. Exploit and maintain the organisation’s core competencies. Develop the organisation’s human capital. Sustain an effective organisational culture. Emphasise and display ethical practices. Establish balanced organisational controls. |
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Term
| How to lead transformational change |
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Definition
Establish a sense of urgency for change.
Form a powerful coalition to lead the change.
Create and communicate a change vision.
Empower others to move change forwards.
Celebrate short-term ‘wins’ and recognise those who help.
Build on success — align people and systems with new ways.
Stay with it — keep the message consistent, champion the vision. |
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