Leading Change

Your Competitors are Changing. Are your Managers Prepared?

Once leaders recognize the need for organizational change, they are left with the daunting task of designing and implementing a change execution strategy. Change initiatives introduce new stressors into an organizational system but also provide fertile ground for innovation.

Our Managing Change training and facilitation services are designed to help leaders navigate a change process in a way that builds momentum, reduces change resistance and minimizes unanticipated barriers. We’ve developed tools and frameworks designed to build deep expertise in change implementation. Building from an assessment of your current needs, we design a program with the appropriate mix of general change leadership skill building and specific organizational change implementation work.  Our change leadership programs can be used as stand-alone training, as a module in a larger leadership development training program, or as a conference session.

DSI Thought Leadership: Leading Change

 

DSI faculty member and senior consultant, John Austin combines deep applied skills with continued intellectual contributions in the field of change management.  A sample of Dr. Austin’s organizational change articles and book chapters:

 

Bartunek, J.M., Austin, J.R., & Seo, M. 2007. The conceptual underpinnings of intervening in organizations. In T.G. Cummings (Ed.) Handbook of Organization Development, (pp 151-166) Thousand Oaks, CA: Sage.

 

Austin, J. R., & Bartunek, J. M. 2003. Theories and practices of organization development. In W. Borman, D. Ilgen, & R. Klimoski, Ed., The Handbook of Psychology: Volume 12 Industrial and Organizational Psychology, (pp 309-332), New York, NY: John Wiley &Sons.

*Reprinted in Organization Development: A Jossey-Bass Reader, J. V. Gallos (Ed.), 2006.

 

Creed, W. E. D., Scully, M., & Austin, J. R. 2002. Clothes make the person? The tailoring of legitimating accounts and the social construction of identity. Organization Science, 13(5): 475-496.

 

Austin, J. R. 1997. A method for facilitating controversial social change in organizations: Branch Rickey and the Brooklyn Dodgers. The Journal of Applied Behavioral Science, 33(1): 101-118.

Objectives

The Managing Change program is designed for senior or mid-level managers engaged in the challenge of planning or leading change initiatives.

Participants will learn to:
  • Define the scope of their change efforts and identify relevant stakeholders
  • Develop a systems approach for anticipating reactions to change
  • Facilitate others’ understanding and participation in change
  • Maintain momentum over time
  • Develop a strategic action plan for a change initiative

Main Topics

  • Defining goals and scope of a change
  • Understanding key stakeholders
  • Creating strategic argument frames
  • The politics of change
  • Issue-selling within organizations
  • Entrainment
  • Understanding sources of resistance
  • Charting engagement strategies and identifying trigger points
  • Using technology in a change program
  • Aligning organizational culture, structure and change initiatives
The Planning and Leading Strategic Change Program can be customized to match the demands of your organization.
  • Location: Our programs can be offered on-site. We will consider any international location.
  • Expertise Level: If you have experienced change leaders, this program will offer advanced skills to make them better. If you have less experienced managers, this program will provide the foundation for their leadership development.
  • Time and Depth: This program can be used as a single-day program, a multi-day program, or a two hour conference session.
  • Continued Change Management: After completing the program, your leaders may choose to receive periodic action learning work as they implement change.

Contact Dr. Austin for more information

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