WHAT CAN I DO TO BRING ABOUT NEEDED CHANGE IN MY ORGANIZATION

Organizational Transformation: The Methods of Self Directed Change facilitated by Mark Pixley, The Institute of Cultral Affairs

The American Chamber of Commerce in Shanghai, May 11, 1999

"Change is the business environment. Change has overtaken every company. Creating change, managing it, mastering it, and surviving it is the agenda for everyone in business to make a difference." Fast Company

What have we learned from our experience of Organizational Transformation?
Closer level of proximity to the object of change, the greater the level of flexibility in moderating its effects How to let people believe change is the best working environment? The process of making organizational transformation/organizational change is an the transformation/change itself. Organizational transformation/change improved quality of services through increasing cooperation	All levels must go through it. Must know personal benefits of change. Upper management must buy-in (see benefits). Process takes time. Highlight progress Enlist believers to be champions. Empower, engage employees	Change peoples mindset. Provide incentives. Organizational change may depend upon the business – more markets, customers. Change staff size. Must have partnership/relationship with industry/governments. Reaction to the market ccmpetition. Customer service/quality communication. Full involvement/ownership of changes. Follow-up of "change"

What can I do to bring about needed change in my organization? (Sumary Results)
	Clarify Vision and Benefits
Define Business Strategy	Plan with purpose, implement and review	20-20/60 Go with Winners
Be a Catalyst for Change	Define Changes and Communicate in Organizations	Define Roles

What can I do to bring about needed change in my organization?
Be a Catalyst for Change	Clarify Vision and Benefits	Define Business Strategy	Define Changes and Communicate in Organization	Plan with Purpose, Implement and Review	Define Roles	20-20/50 Go with Winners
I will believe in change	Talk cost savings - no watste, - how cost savings can benefit everyone	Work with more companies (build partnership)	Modify "change" process from experience	Reach consensus from "Lead Team" – create sense of "unification"	Self motivate – basic of team work ability	Establish not-threatening relationship with resistors
Set an example	Define/clarify vision	Change the product (Service)	Deliver training program	Set a team goal by participation	Responsibility – no excuse, knowing how and what your position in organization	Act non-judgmental, open and supportive
Set leadership example	Identify benefits to company and personal	Way of operation	Change strategy (decision making, feedback, take advice)	Implement 360 degree assessment		Empower associates
Analyze successful change	Establish a motivational plan	Teamwork – teambuilding and how to work closely	Improve communication with different levels	Review the result – ensure follow-thtu
	Communicate/clarify to all employees	Adjust physical circumstances (office space)	Talk about change	Implement according to plan
	Change attitude		Arrange weekly meetings	Develop goals and plan
			Develop training program	Enroll champions
			Delegate meeting chairperson rotation	Forecast the results and benefits
			Training on Teamwork
			Communication – double check what’s contennt, no dooubt, more	Finalize action plans, designate ‘champions"

Discussion Process

Workshop Method

LENS – Leadership Effectiveness and New Strategy

Objective

Reflective

Interpetive

Decisional

Allows Dialogue
Space to hear others thinking
Takes people through four thinking processes
Allows movement to decision
Allows group to learn

Brainstorm

Organize

Name

Respectful of people and ideas
Allows people to find consensus and say "yes"
People feel like they did it themselves
Discovery process – ideas and relationships
Gets a number of people working on the question

Vision

Contradiction

Strategy

Implementation

Follow-up

Allows change at local level
Implementers involved in decision making
Support from above allows risk taking
Up front planning, implementation and review
Discover the consensus and push on it

Program Evaluations

What did you enjoy?

I appreciated that I can learn how to have the new strategy of company. I will suggest to my GM to have the meeting with all the colleagues before he make the decision.
Identifying actions and learnings
I enjoyed the way of brainstorming, exchange ideas, discussion among the small group.
Enjoy the participation in summing up the idea.
Cooperating with other during teamwork.
Found out lots of people facing the same hurdles as I do, and review the LENS process.
Sharing opinions from different people of different background.
Reflective. Like most of the company avoid the chance to let their staff discuss or suggest in meeting before new company policy issue, but I wonder when people start reflect their idea depend o n their benefit, how manager or leader can bring those reflective to the right task.
I enjoyed the group discussion/brainstorming session.
Discussing with participants.
I enjoyed your facilitation style where we did the thinking, not being spoon-fed.
Beginning "storys" of real organizations efforts/results/trails with change process.

What was most useful?

To know the way to have the new ideas
Learnings and process of catagorizing and naming actions.
The identified ideas and detailed implementing programs suggested.
The concept of LENS.
Different ideas from different people are most useful.
Sharing of learning points with group.
Get summarized on the whole process of "OT"
I learn how important the power of group discussion/consensus can be.
In reassessing my training plan and re-set priorities.
Building the process together.

What were some new insights?

Power of the people reinforced. They really know what to do. Draw it out of them and let them do it.
See and know the different training methodology between American and Chinese traditional training.
The transformation comes from the inside of the organization.
Communication is the most useful. Use this way, we can find what the staff is thinking about the change in organization.
Just find a way to help new staff or managers working close to team.
Spend more time communicating and a way to push the team working.
The more people workng on a certain issue under certain leadership, the more ideas we can get.
It takes time to change, and we change for a clear purpose.
The Iceberg.
LENS.
My impatience with participants when they talk "off topic".
The power and wisdom of the group.
Where do you want to spend more time?
Identifying and categorizing actions.
I am ready to spend more time to improve my management through the helpful training.
Decision making on the transformation.
I will spend more time on arranging, classifying and studying different strategies from different people.
On group interaction of sharing, discussion and between groups.
Group discussion on the summarized of column A-G.
More time on LENS if possible.
Talk more on how to implement.
At the end go around individually as to what one insight each person is leaving with.
Explaining individual situations and working as a group to suggest possible solutions.

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