tailieunhanh - Practicing Organization Development (A guide for Consultants) - Part 35

Practicing Organization Development (A guide for Consultants) - Part 35. Organization development (OD) is about planned change. As change has turned into the only constant, many managers and other people are pursuing change strategies with vigor. OD is a major strategy for leading and managing change at the individual, group, intergroup, organizational, interorganizational, and large systems levels. This book is about what it takes to be an effective change manager, change leader, and OD consultant | LAUNCH 311 Exhibit . Roles in Successfully Managing Change Change Agent A person who is a specialist in managing change and developing high-performance organizations teams and individuals. Change Leader A person in a leadership position who can significantly influence the success or failure of a change effort and provide the support and the leadership necessary for change to succeed. Change Champion A person who initiates and champions needed changes. An organization needs to develop change champions at all levels of the organization. However it is particularly important to have change champions at the top. Change Team A team that is responsible for planning managing monitoring and championing a change effort. Change Supporter A person who supports needed changes in attitude and actions offers valuable assistance in accomplishing change and encourages the change agents leaders and change champions. Note The same person may play multiple roles in some situations several people may occupy a role and while at least one Change Champion is always needed Change Agents may or may not be needed depending on the nature of the change. encouraging the front-line players in change efforts. What roles are needed and what they are called depends on the needs and culture of the organization. However whoever is involved in leading the change effort must ensure that the roles that are needed are adequately covered and that a good balance is achieved between too much and too little involvement and too much and too little delegation when considering those who have roles. It is also important to keep the change process and involvement as streamlined and results-oriented as possible while avoiding any tendencies to create a change bureaucracy that impedes rather than facilitates change. THE HIGH IMPACT OF ORGANIZATION ASSESSMENT AND ACTION PLANNING I hope that by now it is apparent how important the potential impact is that organization assessment and action planning can have on .