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Focus In/Train Up: A Process for Leading Change

DECIDE
WHAT
TO DO

SET THE
STAGE

STEPS
1. Increase
Urgency

Staff has commitment, energy, guidance, and support to Focus In/Train up.
Anxieties and major opportunities have been identified and discussed.

2. Build the
Guiding Team
3. Get the Vision
Right

A strong post team with the right composition, credibility, passion, and level
of trust leads the process.

4. Communicate
the Vision

MAKE IT HAPPEN

TRANSFORMATION

5. Empower for
Action

Post capitalizes on what Volunteers do best.


Volunteer activities are focused.
Post creates a vision to help direct the change effort.
Post develops strategies for achieving that vision.
The vision and strategy is communicated to and understood by staff and
Volunteers. It is simple, clear, and heartfelt.
There is greater understanding, commitment, and energy for Focus In/Train
Up.
Every means possible to communicate the new vision and strategy is utilized
The guiding team models new behaviors.
There is a shared sense of purpose and people are empowered to act.
Post commits resources and sustained support for staff training and
development.
There is encouragement of risk taking and nontraditional ideas, activities,
and actions.
Obstacles to change are identified and removed.
Systems and structures are developed to promote and support the vision.

6. Create Shortterm Wins

MAKE IT STICK

Create early, meaningful wins that are easily and cheaply achieved; they
provide credibility, resources, and momentum.
Recognize and reward employees involved in the improvements.
The urgency and momentum from short-term wins is maintained.
7. Do Not Let Up
Continuous quality improvement is expected and achieved.
The guiding team continues to demonstrate positive change.
FY12 Roadmap indicators are achieved.
Use increased credibility to change systems, structures and policies that
don't fit the vision.
Reinvigorate the process with new projects, themes, and change agents.
The organizational culture and structure supports the vision.
8. Make Change
Staff is fully invested in the process.
Stick
Stories are told and successes are celebrated.
The Post does not stop until the change takes root!
Connections between the new behaviors and organizational success are
articulated.
Leadership development and succession are ensured.
Kotter, John and Holder Rathgeber. Our Iceberg Is Melting. New York: St. Martins Press, 2005, Pages 130-131.

September 2011

Focus In/Train Up: A Process for Leading Change

DECIDE
WHAT
TO DO

SET THE
STAGE

STEPS

TRANSFORMATION

1. Increase
Urgency
2. Build the
Guiding Team
3. Get the Vision
Right

MAKE IT HAPPEN

4. Communicate
the Vision
5. Empower for
Action
6. Create Shortterm Wins

MAKE IT
STICK

7. Do Not Let Up
8. Make Change
Stick

September 2011

ACTION

STAFF

BY WHEN

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