7th Edition
Part IV
Chapter 10
Managing Strategic Change - Outline Differences in scope of strategic change Effect of organisational context on design of strategic change programmes Forcefield analysis Role of change agents and styles of managing change Levers for influencing strategic change Unintended consequences of change programmes
Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005
Exhibit 10.1
Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005
Specific possible directions and methods of strategy development Changes in structures, processes, relationships, resources and activities required
To translate strategic thinking into action
Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005
Types of Change
Source: Adapted from J. Balogun and V. Hope Hailey, Exploring Strategic Change, Prentice Hall, 1999.
Exhibit 10.2
Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005
Exhibit 10.3
Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005
Forcefield Analysis
Identifies forces for and against change Provides an initial view of change problems that need to be tackled
Forcefield Analysis
Exhibit 10.4
Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005
Exhibit 10.5
Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005
Coercion/ Edict
Strategic leadership
The process of influencing an organisation in its efforts towards achieving an aim or goal Charismatic leaders Instrumental or transactional leaders
Outsiders, e.g. new CEO, new management, consultants, key influencers (stakeholders)
Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005
Reprinted by permission of Harvard Business Review, Copyright 1996 by the Harvard Business School Publishing Corporation; all rights reserved.
Exhibit 10.6
Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005
Control
Change
Challenging the taken for granted Changing organisational routines Symbolic processes Power and political processes Communicating and monitoring change Change tactics
Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005
Exhibit 10.7
Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005
Mechanisms
Evidence from strategic analysis Analysing what people take for granted
Workshop sessions Bring into open Debate and challenge
Scenario planning to overcome bias and cultural assumptions Bringing managers face to face with reality (customers)
Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005
Mechanisms
Identify critical success factors and underlying competences Bring strategy down to operational levels Changes in routines make strategy meaningful Doing is better than thinkin Education/communication less powerful than involving people Persistent extending and bending existing ways of doing things
Symbolic Processes
Symbols are objects, events, acts or people which express more than their intrinsic content
Changing symbols helps reshape beliefs and expectations, as meaning is apparent in day to day experiences
Mechanisms
Introducing new rituals/abolishing old ones Change systems and processes Change physical work environment Behaviour of change agents
Language metaphors to galvanise change Stories
Problems
Symbolic levers may be misinterpreted
Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005
Exhibit 10.8
Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005
Rites of integration
Rites of conflict reduction Rites of degradation
Christmas parties
Negotiate commitment Fire top execs Demote/pass over Rumours, surveys
Rites of challenge
Rites of counterchallenge
Exhibit 10.9
Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005
Give resources
Elites
Sponsored by/ Division of elites associated with elite Associate with change agent Alliance building Team building Foster change momentum/ change agent
Remove resistant elites. Visible change hero Part implementation/Disciples/ Young Turks Applause/reward Reassurance Symbolic confirm Converting the body of the org. Slipping back
Subsystems
Symbolic
Build on legitimation Attack legitimation/Foster confusion/conflict Time required Duality of ideals Threat to elites Too low power base/potentially destructive
Key Problems
Source: Adapted from R.H. Lengel and R.L. Daft, The selection of communication media as an executive skill, Academy of Management Executive, vol. 2, no. 3 (1998), pp. 225232.
Exhibit 10.10
Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005
Potential Pitfalls of Change Programmes (1) Unintended outcomes (Harris & Ogbonna 2002)
Ritualisation of change and initiative overload Hijacked processes of change Erosion Reinvention Ivory tower change Inattention to symbols of change Uncontrolled and uncoordinated efforts Behavioural compliance
Key Points
Need to tailor approaches, styles and means of change to context Strategic change differs in scope and nature Diagnosis of organisational context Cultural web and forcefield analysis to identify blockages and levers Different roles and styles for managing change Levers for strategic change depend on type and context of change
Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005