Fostering Commitment and Ownership in Change

Owned by Darlene Edgar
Feb 11, 2024
2 min read

Hodges, J. (2021). Managing and Leading People through Organizational Change (2nd ed.). Kogan Page. https://www.perlego.com/book/2568738/managing-and-leading-people-through-organizational-change-the-theory-and-practice-of-sustaining-change-through-people-pdf

  • Importance of Management in Change: Managers are pivotal in translating vision into reality by implementing change strategies, plans, and actions. They are responsible for guiding teams through adaptation and ensuring organizational success.

  • Engaging Stakeholders: Identifying and engaging stakeholders is crucial for prioritizing change efforts and formulating effective influencing strategies. Writing for change involves assessing organizational members' beliefs, attitudes, and intentions regarding the necessity and potential success of change.

  • Role of Managers in Change: Managers play a critical role in translating organizational vision into action and guiding teams through change. They need to connect with leaders to ensure strategic alignment, address issues hindering engagement, and bridge the gap between organizational objectives and individual realities.

  • Navigating Change at Three Levels: Managers must navigate change at three levels - self, others, and organization. This involves understanding personal coping mechanisms, supporting individuals through change, and managing organizational power dynamics and cultural aspects.

  • Managing People's Well-being: Managers need to identify and address concerns that may impede change success, such as personal issues or change fatigue. They should adopt a supportive approach and address individual needs to foster commitment and ownership of change.

  • Strategies for Overcoming Resistance: To overcome resistance, managers must assess readiness for change, involve people at every level, engage teams in planning, implement change collaboratively, manage conflict effectively, and conduct impact analysis to anticipate consequences.

  • Stakeholder Analysis: Categorizing stakeholders and analyzing their influence and support for change helps prioritize efforts and tailor influencing strategies. Managers should actively engage stakeholders, solicit their feedback, and manage uncommitted stakeholders to mitigate risks and ensure successful change implementation.

  • Impact Analysis of Change on People: Impact analysis helps identify and manage negative consequences of change, ensuring it aligns with organizational goals and preparing for potential challenges. Managers should evaluate impacts, manage consequences, and adopt a conscious, proactive approach to change management.

  • Leadership Implications: Leaders should actively seek commitment to change, assess readiness, manage stakeholders, respond to the impact of change on people, and recognize and reward contributions to change. Flexibility and responsiveness are key to navigating change effectively.

Overall, the chapter emphasizes the crucial role of management in fostering commitment and ownership of change, highlighting strategies and considerations for successful change implementation at various levels within the organization.