Why Change Programs Don’t Produce Change By Michael Beer, Russell A. Eisenstat and Bert Spector. Presented to: Professor Chandler, OL615 Presented by: Patricia Perugini, Sheila Kinscherf, Phyllis Kellyann Parry, Gustavo Velez Date: December 8, 2012
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- 1. Presented to: Professor Chandler, OL615 Presented by: Patricia Perugini, Sheila Kinscherf, Phyllis Fusco, Kellyann Parry, Gustavo Velez Date: December 8, 2012
- 2. Micheal Beer Russell A. Eisenstat Bert Spector
- 3. Traditional Change Management doesnt work Critical Path: 6 steps that start small and spread
- 4. Hierarchical and Bureaucratic Structures Analysis of Six Corporations New Theory - Task Alignment
- 5. Six Steps on the Critical Path Mobilize Develop shared vision Foster consensus Spread revitalization Institutionalize revitalization Monitor and adjust strategies
- 6. An approach to organizational transformation that is based on task alignment , starting at the department level and moving progressively towards the top, is the most effective way to achieve lasting change
- 7. Factors required for revitalization: Coordination, Commitment and Competency Lack of commitment and support of the change program Misunderstanding the concept of "Change
- 8. Managers may not be able to place key employees in new roles Introducing too many change programs Managers must be inclusive and not manage from the top down
- 9. Align employee roles, responsibilities , and relationships Important to identify the units with the likeliest success rates Senior executives can maintain a competitive advantage by using the critical path
- 10. Leaders apply the behavior, attitude, and skill changes that they have demanded of others to themselves The mindset for managing change focuses on: Process over specific content Change as a step-by-step learning process Persistence, instead of quick fixes
- 11. Beer, M., Eistat, R., & Spector, B. (1990). Why Change Programs Dont Produce Change. Harvard Business Review, 4-12. Chorn, N. (1991). The "Alignment Theory: Creating Strategic Fit. Management Decision, Vol. 29 No. 1, 20-4. Retrieved on November 26, 2012, from http://centstrat.com/wp- content/uploads/2008/05/strategic- alignment.pdf
- 12. Harvard Business School. (2012). Faculty and Research . Retrieved on December 1, 2012, from http://www.hbs.edu/faculty/Pages/profile. aspx?facId= Jones, G. (2013). Organizational Theory, Design, and Change. (7th Ed.). New Jersey: Pearson. Northeastern University. (2012). Faculty and staff directory. Retrieved on December 1, 2012, from http://cba.neu.edu/bert- spector/
- 13. Stephanie. (2008, October 11) Saturday giveaway : Julie Williams' proven voice-over techniques. Retrieved on November 20, 2012 from http://blogs.voices.com/voxdaily/2008/10/s aturday_giveaway_julie_williams_proven_vo ice-over_techniques.html True Point. (2012). Our people. Retrieved on December 1, 2012, from http://www.truepoint.com/who-we- are/our-people
- 14. (n.d.) Image. Retrieved on November 20, 2012 from http://www.presentermedia.com/affiliates. html
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