*Kotter, J.P, Chan Kim, W. & Mauborgne, R. A. (2011). HBR’s 10 Must Reads on Change Management. Harvard Business Review.eBook ISBN: VS9781422172063
*Kotter, J.P. & Cohen, D. S. (2012). The Heart of Change: Real-Life Stories of How People Change Their Organizations. Harvard Business Review.eBook ISBN: VS9781422187340

4: “Radical Change, the Quiet Way”(due April 7)
I was told by a manager years ago that “no one likes to hear someone screaming that the Emperor is naked”. At the time I had no idea what he meant. I got the basic message that I needed to be quiet, but I didn’t fully understand the fable. Of course, after years of experience it became clear. No one likes to be criticized, or to have their leader criticized. This means that even if our beloved leader (company, friend, whatever the object of the complaint is) appears naked with a kingdom full of people able to see them, it is simply not polite or respectful to begin screaming to point it out. You’ll likely accomplish more productive change with tempered, timely, and respectful communication.

Discussion Post Instructions:

Read “Radical Change, the Quiet Way” then think of a time when you felt compelled to yell out that the Emperor is naked (metaphorically speaking). Use the actions described in the “Ideas in Action” section to describe possible actions you could have taken. What reaction would you likely have received if you had simply hollered out and identified loudly all the things that are wrong with the situation? How might the outcome be different if you used the actions described? How do the concepts discussed reinforce the need for effective communication? Use and cite a minimum of three scholarly references beyond the texts used in the course to defend your reasoning.

5: “The Real Reason People Won’t Change” (due April 14)

Change isn’t easy. If it were, we wouldn’t need an entire course devoted to helping us change successfully. There is a laundry list of reasons that our change efforts may not be successful. The article we focus on this

week helps us explore one key reason some people may dig in their heels and refuse to embrace change

Discussion Post Instructions:

Here are three statements for your consideration.

  1. Men are more likely to resist change than women.
  2. Women communicate better than men.
  3. Older workers are more likely to resist change than younger workers.

Respond to the statements above, sharing your agreement or disagreement and why. Your reasoning must go beyond personal opinion and experience. Use and cite a minimum of three scholarly references beyond the texts used in the course to defend your reasoning.

6: “Cracking the Code of Change” (due April 21)

Change is not a one-size-fits-all concept. There are many different approaches to change and each one has its own strengths and weaknesses. Some change strategies work well in some situations but not well in others. The key is finding the right method for your situation or perhaps even a mix of more than one, taking the best of each approach and making it fit your needs.

Discussion  Post Instructions:

Search for a company whose leader used Theory E to drive the changes and another company whose leader used Theory O to drive the changes. Compare and contrast the two companies, including profitability. Which of the two theories would you use to drive the change? Why? Is effective communication more important in one

theory than the other? Why or why not? Use and cite a minimum of three scholarly references beyond the texts used in the course to defend your reasoning.

7: “The Hard Side of Change Management” (due April 28)

Change is a challenge. This isn’t news. We focus on all the elements that may stand in our way such as human resistance, poor leadership, or lack of motivation. But sometimes we get so wrapped up in these soft elements of change that we overlook the nuts and bolts, the hard elements that are important to making change successful.

Discussion  Post Instructions:

After reading “The Hard Side of Change Management” this week, it will be fruitful to explore additional theories of change management. To prepare for the discussion forum this week, conduct some research on other theories: complexity theory; Kurt Lewin’s Force Field Analysis (Unfreeze, Change, Freezing); Morgan’s Images of Organization or related articles.

Compare and contrast these models with Kotter’s 8 Steps to Change. At this point, refrain from personal opinion – focus on an objective analysis of the theories themselves.

8: “Why Change Programs Don’t Produce Change”

Just as you have learned throughout this course, change doesn’t happen in an instant. No matter which method of change you adopt, it requires various steps. Breaking change down into more manageable steps will

increase the likelihood of success as well as organized, controlled change.

Discussion  Post Instructions:

Read “Why Change Programs Don’t Produce Change” then review the summary of the three C’s of change (commitment, coordination, and competency). How do innovation, technology, and the concept of “going green” all pertain to the concepts of strategies for organizational change? Are innovation, technology and “green” efforts important considerations in the study of change? Why or why not? Use and cite a minimum of three scholarly references beyond the texts used in the

course to defend your reasoning.

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