The Sequential Model of Effective Change Implementation. "In the redesign stage, employees create a behavioral model for how the business will respond to those shifts in order to achieve and maintain outstanding performance. Shows this is accomplished through a redesign of how people perform the required tasks, how they collaborate and work with others, and a coordination of where decision-making authority will be placed. Exhibit 2-6 (Step 2) illustrates how this is done through mentoring, coaching and training. The organization must now address any gaps between the old (original design) and new (redesign) patterns of behavior. Step 3 addresses people change.
Employees who have so far been successful, under the present design (the one that needs to be redesigned), may not exhibit the same success in the organization after the redesign, and may have to be replaced.
As well, recruitment of new employees is also part of this step. Step 2 and Step 3 deal with people alignment issues.
I. WHAT ABOUT ME?
A. Personality Insights
A1: What's My Basic Personality?
A2. What's My Jungian 16-Type Personality?
II. LIFE IN ORGANIZATIONS
A. Organization Structure
A1: What Type of Organization Structure Do I Prefer?
A2: How Willing Am I to Delegate?
A3: How Good Am I at Giving Performance Feedback
B. Careers
B1: What's the Right Organizational Culture for Me?
B4: How Motivated Am I to Manage?
B5: Am I Well-Suited for a Career as a Global Manager?
1. Determine what type of career/profession is best suited for this individual based on his/her personality and Jungian 16-Type Personality assessments. Elaborate.
2. Determine what type of organization this individual would best fit with based on the organization structure and culture (III: A1, B1).
3. Determine whether he/she is motivated to be in a management position (III: A2, A3, B4). Elaborate.
4. Determine whether he/she is well suited for an international assignment (III: B5). Elaborate.