CHANGE INTELLIGENCE Use the Power of CQ to Lead Change that Sticks | 847.549.6950 | changecatalysts.com | © ChangeCatalysts CHAPTER 13 CQ for Organizations A description of the change culture typically fostered by organizations with various CQ styles, and how leaders can capitalize on their culture’s strengths and avoid its potential pitfalls: Cultural Style Cultural Description Capitalize on Strengths Avoid Potential Pitfalls Coach (high Heart) • Collaborative and people-oriented • Values participative leadership and consensus decision-making • Emphasizes teamwork, good communication, and positive feedback • Promote involvement in creating and implementing new solutions for ownership • Leverage ample communication networks • Confront harsh realities and brutal facts • Facilitate courageous conversations • Drive a sense of urgency Visionary (high Head) • Strategic and future- orientation • Values entrepreneurial leadership and innovative decision-making • Emphasizes long-range effectiveness, new business horizons, and ingenious systems-level solutions • Confidently promote broad, sweeping strategic solutions to competitive challenges • Leverage external, customer, and market- facing networks • Design mechanisms to communicate change down and across the organization - ensure alignment and commitment • Drive structured project management processes to translate strategies to actionable objectives Executer (high Hands) • Efficiency and stability- oriented • Values competent leadership and deliberate/empirical decision-making • Emphasizes order in the face of chaos, predictability, and control • Implement processes to achieve objectives and structure activities • Leverage analytical and measurement tools to avoid risk and ensure compliance • Conduct engagement surveys • Conduct strategic planning, visioning, preferred futuring exercises Champion (high Heart and Head) • Humanistic and aspiration-oriented • Values inspirational leadership and decentralized decision- making • Emphasizes openness to change, diversity and inclusion, and empowerment • Promote changes through wide network of connections • Disseminate best practices to align efforts and eradicate barriers • Implement balanced scorecards to ensure consistent focus on consistent measurable objectives and achievement of goals • Install systems to foster rigor and discipline