Change Intelligence- Key Concepts and Insights

Standard
Change Intelligence- Key Concepts and Insights

Leadership balances the emotional, cognitive, and behavioral dimensions of a personality. In some leaders one dimension predominates, while others exhibit a balance of two or three dimensions. The CQ of a team or an entire organization is a compilation of the individual CQs of its members. Groups function better if they understand their CQs both quantitatively and qualitatively. INTRODUCTION:WHAT IS CHANGE INTELLIGENCE? Thousands of hours of research and hundreds of books published on the subject of organizational change have failed to improve the success rate for major change programs. Whether a corporate restructure, a merger, a new product launch, or other program that demands rethinking and reworking, the success rate still falls below 30 percent. To improve this woeful statistic, leaders need to better understand how they approach change themselves. The Change Intelligence (CQ) system provides a tool for self-assessment. Using it, a leader can find out how they balance the “Heart, Head, and Hands” components: * Leaders who lead from the Heart connect with people emotionally * Leaders who lead from the Head connect with people cognitively. * Leaders who lead from the Hands connect with people behaviorally. No one type is ideal, but all leaders can succeed once they understand themselves clearly. People perceive change as a threat, something to be feared, not unlike death. The phases of human reaction to change are:

  1. Denial
  2. Resistance
  3. Exploration
  4. Commitment
CQ AND THE LIFECYCLE OF CHANGEChange happens in three stages: planning, doing, and sustaining. At the planning stage, Heart-oriented leaders should compensate for their tendencies by putting robust project planning methods in place. Head-oriented leaders need to make the effort to involve stakeholders and all facets of leadership in planning for change. Hands leaders also need to be mindful of stakeholders and aligning interests for change.At the “doing” stage, each leadership type can institute procedures to overcome their weaknesses. The Heart-oriented leader can use implementation checklists while the Head-oriented leader institutes a formal feedback process. To keep stakeholders and goals on their agendas, Hands-oriented leaders should use readiness and impact assessments with stakeholders. The same rules apply at the sustaining stage. Specific assessment, facilitation, or measurement tools can bridge any gaps in a leadership style. KEY CONCEPTS * Change succeeds only in about a third of cases because, despite an enormous amount of work on change management, change leaders do not understand their leadership styles. Once a leader understands their “Change Intelligence” (CQ), or style of leadership, they can use the appropriate tools to manage change. * Leadership balances the emotional, cognitive, and behavioral dimensions of a personality. In some leaders one dimension predominates, while others exhibit a balance of two or three dimensions. Any style can be effective with a clear self-assessment and the right tools. * The Coach leads from the heart, connecting with people emotionally, thereby ensuring deep commitment to change. Although this affective style is fundamental to any successful change, it is not sufficient. Coaches need to be sure that they do not let consensus building and a distaste for conflict prevent them from moving forward. Both Champions and Facilitators share the Coach’s high “Heart” score but also lead through cognitive and behavioral dimensions, respectively. * The CQ of a team or an entire organization is a compilation of the individual CQs of its members. Groups function better if they understand their CQs both quantitatively and qualitatively.

For More information and insights get in touch anubha@prism-global.org

Advertisements

About anubhamauryaw

Anubha,a Trainer, Facilitator & OD&L Professional, drive to make things happen. A prolific Human Process Interventionist, created PRISM Philosophy, ( Prepare. Respect. Implement. Share. Maintain) carries 16 years of rich experience have worked with top of the line blue chip organizations like Honeywell, ICICI Bank, Moody ICL Certification were she was heading ODL, Trainings & Quality verticals. Her areas of expertise include human process intervention, Organisation Development, Change engagement Learning, Team building, POSH and Quality implementation. She is Consultant as Change Engagement & Learning for OD and delivers corporate training programs at national and international platform and First lady from India doing research on FOLLOWERSHIP. She is the Self-Discipline Strategist who relates profound truths coupled with humorous anecdotes empowering professionals to conquer their apprehension. Her work involves direct observation, real time feedback, experiential learning and coaching following Andragogy principles. Self-directed and self-motivated, Charismatic and persuasive, with the ability to rely on logic and facts to support her positions. In times of pressure, tend to be objective in her approach and direct in her communication. Naturally, optimistic, you seek out the possibilities in life. Her creativity and ability to solve problems are some of her greatest strengths. This paired with drive, vision, and methodical approach allows her to create new opportunities, keeping her experiences fresh and exciting. Preferring to develop new ideas rather than maintaining systems already in place. Bold person, whose character is marked by originality, expressiveness, generosity, determination, and a keen eye for details Natural born communicator and an adept social navigator, often others will sit by, engage new people or invite others in to make them feel at home. With a talent for creative reasoning and big picture thinking, she is a great innovator and are typically seen this way by others. Her energy and forward thinking can generate a team-oriented environment, helping to accomplish goals by motivating others, while creating an atmosphere that is fun and exciting.

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s