Wie können Sie Eigenverantwortung und Empowerment während des Kulturwandels fördern?

Change, Empower, Thrive! 🚀🌱 I'd stress that communicating the 'why' behind the change is pivotal. It aligns and motivates. Involve your team in crafting the change journey; co-creation fosters ownership. Empower change agents, providing tools and support for effective transition. Recognize and celebrate milestones; this sustains momentum. Lead by example, be the change you wish to see. John Kotter's "Leading Change" underscores this: effective change leadership is about persuasion, not dictation. It's about enabling, not commanding. Consider this for transformative culture change.

In fostering culture change, I advocate for a leadership approach that empowers and inspires ownership. Clear communication of vision and goals, alongside fostering autonomy and trust, is pivotal. Supporting professional development and recognizing efforts are critical in motivating engagement. As leaders, our example sets the tone – leading with transparency, empathy, and accountability. It’s about nurturing an environment where every team member feels valued and invested in our collective success.

The VISION and the WHY says it all.... when leaders are unable to clearly and consistently articulate the vision and the why cracks appear and the change begins to fail, they are the foundation of all change journeys. At every opportunity, that message must be communicated and feedback (positive and/or negative) must be asked for, welcomed and answered as openly as possible in town halls, team meetings, via messaging channels and surveys.

In various change management models and toolkits, such as Lewin, ATD change model, etc. most of them are starting with WHY, which is linked with the current state. As leaders, also the key members of change guiding team, play the role as creating sense of urgency, and using diverse approaches to let people accept the change will occur, and recognizing that something after change can be different, a preferred future that dares the status quo to innovate, in another word, reducing factors would against the change initiatives in crucial in this step.

This aspect aligns primarily with the planning and design phase of change initiatives. In addition to crafting a project plan with timelines, resource allocation, and a communication strategy for key stakeholders, it underscores the significance of ownership empowerment. This involves actively engaging individuals through methods like brainstorming and experimentation, fostering trust and collaboration. Such inclusive practices serve to mitigate potential implementation barriers.

This pertains to the implementation of change initiatives, typically manifesting in three progressive approaches. The first involves a top-down dissemination from the organizational peak. The second, a cascade method, relies on a top-down sequence with comprehensive change at each level. The third approach is organic, relying on independent centers and diverse origins of change within the organization. By allowing change agents to emerge from various departments and job levels, and providing resources and tools, this approach facilitates the transition and progression toward the new state.