Change is something that does not happen overnight and cannot be done in isolation. Many factors affect whether or not change is successfully implemented, however I would like to argue that leadership is the keystone. If the leader does not truly believe in the initiative, how do we expect the rest of the organization to believe in it and work toward it? If the leader is not there to motivate and encourage members, how do we expect the initiative to move forward? If the leader is not there to redirect members when they are falling off the pathway, how soon will the initiative be abandoned? Leading organizational change is a complex feat because it can be very counter-intuitive to what our human feelings and emotions drive us to do.
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It is not enough to have an innovative idea, it is not enough to draft a plan, it is also not enough to rally people into joining the movement. In order to piece everything together and give the innovation plan a chance of being a success, someone must step up to lead the organizational change. This can be a rather daunting idea and it may seem like a huge burden to take on, however the 4DX model provides a way for the implementation of an innovation plan to be more of a true group collaboration process. Using 4DX will help set up the road for success. Before we explore how 4DX will help drive our student e-portfolio initiative, we will take a look at the 5 stages of change and the 4 disciplines of execution.
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AuthorMiss E. Garcia Archives
September 2018
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