登录查看更多内容

How can you use change leadership models to create a sense of urgency in your team?

由人工智能和领英社区提供技术支持

Change is inevitable, but not always easy. As a change leader, you need to inspire and motivate your team to embrace and implement new ways of working, thinking, and behaving. But how can you create a sense of urgency in your team, without causing panic, resistance, or complacency? In this article, you will learn how to use three change leadership models to create a sense of urgency in your team, and why it is important for successful change management.

此文章中的业界达人

由社区从 6 条内容中精选。了解更多

Bárbara Pineda Truyol

Impulso a personas y organizaciones a facilitar sus experiencias de cambio | Consultora | Docente | Speaker | Mentora |…
Mary Hillenbrand

Strategic Leader, Operational Innovator, Problem Solver. Making things happen

1 Why urgency matters

Creating a sense of urgency in your team is not about creating fear, pressure, or stress. It is about creating a positive and compelling vision of the future, and showing your team why they need to act now to achieve it. Urgency helps your team to overcome inertia, apathy, or denial, and to focus on the opportunities and benefits of change. Urgency also helps your team to overcome barriers, challenges, or objections, and to collaborate and innovate more effectively. Without urgency, your team may lack the motivation, commitment, or energy to change.

添加您的观点

JOAN, OMOLARA SANYAOLU

Hospitality Service Manager | CEO - A Taste of Afrika Women's Network | Organizer of A Taste of Afrika PopUp Market | Expert in Customer Service | Passionate about Empowerment, Community Building,and Cultural Engagement
举报内容
Leveraging change leadership models to instill a sense of urgency in a team involves effective communication of the need for change, emphasizing opportunities, connecting emotionally with team members, setting clear goals and deadlines, and leading by example. By aligning the team's values with the change, creating tangible objectives, and demonstrating personal commitment, a culture of urgency can be fostered, ensuring a proactive and collective response to the evolving needs of the startup.

已翻译

赞
Bianca Prommer

Expertin für gelebte Innovation | Innovation Facilitator | DesignDriven Innovation & Change | Organisationsentwicklung | Podcast Host | Autorin | Workshopmoderation
举报内容
Menschen haben zwei Motivationen sich zu ver?ndern: - Schmerzvermeidung - Zielerreichung bzw. Bedürfnisse befriedigen Um echten Wandel zu erm?glichen, braucht es beide Motivationsarten. W?hrend die einen n?mlich eher "Weg-Von" motiviert sind, sind die anderen "Hin-Zu" motiviert. Und einige brauchen sogar beides, um aus der Komfortzone rauszusteigen, ein Gefühl der Dringlichkeit zu haben und dann auch in die Ver?nderung zu gehen. Ansonsten entsteht schnell ein Gefühl von "Brauchen wir nicht" und das verhindert Ver?nderung, führt zu Widerst?nden und Zweifel. Wenn der empfundene Preis der Ver?nderung geringer ist als der Wert der Ver?nderung, dann passiert der Wandel. Und genau deshalb braucht es auch beide Motivationsrichtungen.

已翻译

赞

加载更多内容

2 Kotter's 8-step model

One of the most widely used change leadership models is Kotter's 8-step model, developed by Harvard professor John Kotter. The first step of this model is to create a sense of urgency in your team, by communicating the need for change and the risks of not changing. To do this, you can use data, stories, testimonials, or scenarios to highlight the gap between the current state and the desired state, and to appeal to both the rational and emotional sides of your team. You can also involve your team in identifying the problems, opportunities, and solutions, and to create a sense of ownership and responsibility for change.

添加您的观点

Andrea Bonfanti

Global R&D Leader - Driving Data-Powered Innovation and Agility | Data & AI Business Value Innovation | Transformational Leader | Robotics | Digital Reality | Autonomous Technologies | Industrial & Geospatial Metaverse
举报内容
Involving the team in this phase is pivotal. Encouraging active participation in identifying existing challenges, untapped opportunities, and potential solutions cultivates a sense of ownership and accountability. This engagement empowers individuals to perceive themselves as stakeholders in the change process, fostering a collective commitment toward the envisioned transformation. It's crucial to strike a balance between rational evidence and emotional resonance while communicating the need for change. Utilizing compelling data and insights provides a factual foundation for urgency, while stories, testimonials, or scenarios add a human dimension, effectively engaging team members at an emotional level.

已翻译

赞

3 ADKAR model

Another change leadership model that emphasizes the importance of urgency is the ADKAR model, developed by Prosci. ADKAR stands for Awareness, Desire, Knowledge, Ability, and Reinforcement, and it describes the stages that individuals go through when they experience change. The first stage, Awareness, is similar to Kotter's first step, as it involves creating a sense of urgency in your team by explaining the why, what, and how of change. To do this, you can use clear and consistent messages, feedback mechanisms, and stakeholder analysis to tailor your communication to different groups and individuals, and to address their concerns and questions.

添加您的观点

Mary Hillenbrand

Strategic Leader, Operational Innovator, Problem Solver. Making things happen
举报内容
"All models are wrong, but some are useful" is a common saying. I find ADKAR to be particularly useful since it provides quick insights into the strategy and tools best suited for a particular situation. As an example, I have seen a lot of wasted resources spent on training and educating teams on how to change (Knowledge) but the teams did not want to change (Desire). If the ADKAR model was followed, more resources would have been spent on first raising the Awareness and Desire levels. As a result, the change would have been more openly received and increased the likelihood of success.

已翻译

赞

4 Switch model

A third change leadership model that can help you create a sense of urgency in your team is the Switch model, developed by Chip and Dan Heath. The Switch model uses the metaphor of a rider, an elephant, and a path to describe how to change behavior. The rider represents the rational side of your team, the elephant represents the emotional side, and the path represents the environment. To create a sense of urgency in your team, you need to direct the rider, motivate the elephant, and shape the path. To direct the rider, you can use facts, logic, and goals to show your team why change is necessary and what it entails. To motivate the elephant, you can use stories, emotions, and values to show your team why change is desirable and what it means for them. To shape the path, you can use incentives, feedback, and support to show your team how change is possible and what it requires.

添加您的观点

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

添加您的观点

Bárbara Pineda Truyol

Impulso a personas y organizaciones a facilitar sus experiencias de cambio | Consultora | Docente | Speaker | Mentora | Certified Change Management Professional? CCMP?
举报内容
It is important to identify that many teams share a common feeling of urgency day by day. Sometimes the daily priorities are well set for everybody and they manage, they function and they achieve. The real challenge is to establish a common understanding and disposition of why a “new way of working” should be better enough to change the actual system. The tone of that sense of urgency should be set from a purpose and a vision statement of the future, not because “top management says so”. It starts from a Change Management Strategy, it is prepared and designed in order to be compelling. Of course this also combines a series of activities you can prepare as a Change Management Plan.

已翻译

赞

Change Management

+ 关注

给文章评分

我们借助人工智能创建了此文章。您认为这篇文章怎么样？

很棒不太好

举报此文章

查看全部

How can you use change leadership models to create a sense of urgency in your team?

1

2

3

4

5

1 Why urgency matters

2 Kotter's 8-step model

3 ADKAR model

4 Switch model

5 Here’s what else to consider

Change Management

给文章评分

感谢您的反馈

更多Change Management相关文章

更多相关阅读内容

How can you use change leadership models to create a sense of urgency in your team?

1

2

3

4

5

1 Why urgency matters

2 Kotter's 8-step model

3 ADKAR model

4 Switch model

5 Here’s what else to consider

Change Management

给文章评分

感谢您的反馈

查看其他技能