Rupert Murdoch once said: “The world is changing very fast. Big will not beat small anymore. It will be the fast beating the slow.” And indeed, the business environment has become more complex and dynamic than ever, and the ability to adapt quickly to changing conditions has become an important competitive advantage. Developing this ability requires effective change management and leadership that helps to gain the support of key stakeholders and empower them to actually make the necessary changes within the organization.
Today, we would like to present you some YouTube videos featuring renowned experts in the field of change management and leadership. Enjoy!
Prof. Dr. Peter Kruse
Prof. Dr. Peter Kruse was a leading and brilliant network researcher, psychologist, and entrepreneur who unfortunately died last year. On YouTube are several videos in which he talks about change management in his very eloquent, provocative, and highly analytical manner.
In this video, he criticized the widespread, but in his eyes wrong and trivializing assumption that change management is an ongoing process. Instead, Kruse defines change management as the "transition from one stable macroscopic order pattern to another stable macroscopic order pattern." He continues to explain: "And to get from one stable system to another, one has to disrupt the existing stability. [...] In a company things should not be in a constant flow, but there should be the willingness to move from one stable state over a crisis-like disorder to a new stable state." This not only requires a strategic management approach, but also lots of entrepreneurial risk-taking.
Both funny and evocative is this video with Kruse’s „8 rules for the complete standstill in the company’s operations,” which you should certainly watch if you understand German.
Well-known for his 8-step model, John Kotter is one of the world's leading experts in change management and leadership. In these two videos, he and his staff at Kotter International consulting explain what exactly the difference between the two concepts is and why change leadership is becoming increasingly important.
Change management, they say, is a set of processes, tools, and mechanisms to ensure that all stakeholders buy into the change, the process stays under control, and the project stays on budget. It is a planned and deliberate process which tends to be associated with small changes within the organization.
Change leadership, on the other hand, is fundamentally different. It is about articulating a vision for the future, mobilizing resources needed, and putting an engine on the whole change process. It is done by leaders who have a clear vision of a better future for the entire organization and inspire stakeholders to believe in the change and empower them to fight for it. Change leadership is associated with large-scale changes. It is much less common than change management, but desperately needed in order to succeed in today’s fast-moving world.
Rosabeth Moss Kanter
In her inspiring TEDx Talk, wonderful Harvard Business School professor and change leadership expert Rosabeth Moss Kanter shares six universal success factors which she believes are the keys to leading positive change. They can be applied by anyone from top executives to frontline employees and in all areas of life, not only business. The success factors are:
- Show up!
Simple, but true, “deciding that your presence makes a difference is the very first key of leadership,” Kanter says.
- Speak up!
Successful change leaders not only raise their voice, but use it to shape the agenda, frame issues for other people, and give them ideas for action.
- Look up at higher principles!
Leaders should know what they stand for. They should prevent people from getting lost in everyday demands by constantly reminding them of fundamental values and a nobler purpose.
- Team up!
Citing her own research on successful technology start-ups, Kanter says that forming many close partnerships from the very beginning of an enterprise is essential.
- Never give up!
“Everything can look like a failure in the middle.” – That’s what Kanter self-ironically calls “Kanter’s Law.” There is almost nothing we start that doesn’t hit an obstacle or takes longer than intended. If you give up, by definition it’s a failure.
- Lift others up!
Successful change leaders share their success, give credit and recognition to others and, thereby, create an environment in which positive change can happen again.
Sad, but true: only about half of all change initiatives are actually successful. In this video, DeAnne Aguirre, senior partner with Strategy&, discusses some of the most common reasons why change initiatives fail, including change fatigue, that is the rolling out of to many change initiatives without periodization, the dictating of what should change by CEOs and top executives which can cause passive aggressive behavior of the organization, and the underestimation of the importance of corporate culture.