Exploring Corporate Strategy7th Edition

Part IV

Strategy into Action

Slide 10.1Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Exploring Corporate Strategy7th Edition

Chapter 10

Managing Strategic Change

Slide 10.2Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Managing Strategic Change - Outline Differences in scope of strategic change Effect of organisational context on design of strategic change programmes Forcefield analysis Role of change agents and styles of managing change Levers for influencing strategic change Unintended consequences of change programmesSlide 10.3Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Managing Strategic Change Tendency towards organisational inertia and resistance to change Top and middle managers (and below) are responsible for strategic change Need to link the strategic and the operational aspects of the organisation Managing change is context dependent

Slide 10.4Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Key Elements in Managing Strategic Change

Exhibit 10.1Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Slide 10.5

Diagnosing the Change Situation Why is strategic change needed? Basis of strategy Strategic purpose/strategic intent Bases of competitive advantage

Specific possible directions and methods of strategy development Changes in structures, processes, relationships, resources and activities required To translate strategic thinking into actionSlide 10.6Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Types of Change

Source: Adapted from J. Balogun and V. Hope Hailey, Exploring Strategic Change, Prentice Hall, 1999.

Exhibit 10.2Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Slide 10.7

Influence of Context on Strategic Change

Exhibit 10.3Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Slide 10.8

Diagnosing context and change problems (1) Cultural Web Diagnostic tool to understand culture Covers hard and soft aspects Structures and control systems (hard) Symbols, routines, political processes (soft)

Can be used to analyse changes needed for strategic success Map current and required culture

Slide 10.9Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Diagnosing context and change problems (2) Forcefield Analysis Identifies forces for and against change Provides an initial view of change problems that need to be tackled

Slide 10.10Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Forcefield Analysis

Exhibit 10.4Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Slide 10.11

Styles of managing strategic change

Exhibit 10.5Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Slide 10.12

Styles of Managing ChangeStyle Education/ Communication Collaboration/Participation Intervention Direction Means/Context Briefings Internalisation Trust Benefits Overcome lack of information Problems Time consuming Unclear When effective Incremental change/long duration/horizont al transformational change

Involve in developing strategyChange agent coordinates/ controls Use authority to set direction

Ownership/ improved qualityGuided but with involvement Clarity and speed

Time/Within current paradigmPerceived manipulation No acceptance/ill conceived

Incremental/ non-crisis transformation Transformational change

Coercion/ Edict

Explicit use of power through edict

May succeed in crisis

Least success unless crisis

Crisis/rapid transform/autocratic cultureSlide 10.13

Abbrev. Exh. 10.5Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Roles in Managing Change (1) Change Agent Individual or group that effects strategic change in an organisation The process of influencing an organisation in its efforts towards achieving an aim or goal Charismatic leaders Instrumental or transactional leaders

Strategic leadership

Slide 10.14Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Roles in Managing Change (2) Middle managers Facilitators or blockers? 5 roles in managing strategic change Implementation and control Translators of strategy Reinterpretation and adjustment of strategy Relevance bridge between top managers and lower managers Advisors to senior management on blockages and requirements

Outsiders, e.g. new CEO, new management, consultants, key influencers (stakeholders)Slide 10.15Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Strategic leadership approaches

Reprinted by permission of Harvard Business Review, Copyright 1996 by the Harvard Business School Publishing Corporation; all rights reserved.

Exhibit 10.6Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Slide 10.16

Strategic Leadership ApproachesFocus of attention Strategy Strategy analysis/ formulation Developing people Indicative behaviour Scanning markets/ technology Right people Coherent culture Role of other managers Day-to-day operations Strategy development devolved Immersion in/ managemt of expertise area Implications for change mgt Delegated

Human assets Expertise

Recruit/develop people to manage locally Change in line with expertise approach

Expertise as Improve source of expertise via systems comp. adv.

Control

Set procedures/ measuresContinual change

Monitor performance for uniformityCommunication/ motivation

Ensure uniform perf. vs. measuresChange agents/open to change

Change monitored and controlledChange central to the approachSlide 10.17

Change

Source: Adapted from Farkas & Wetlaufer 1996

Amended Exh. 10.6Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Levers for Managing Strategic Change Turnaround Managing rapid strategy reconstruction

Challenging the taken for granted Changing organisational routines Symbolic processes Power and political processes Communicating and monitoring change Change tacticsSlide 10.18Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Turnaround strategy (1) Emphasis on speed of change, rapid cost reduction and/or revenue generation Prioritisation of things giving quick and significant improvements Crisis stabilisation Management changes Gaining stakeholder support Clarifying the target market Re-focusing Financial restructuringSlide 10.19Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Turnaround strategy (2) Prioritisation of critical improvement areas Focus on getting the business right, not look for new markets

Slide 10.20Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Turnaround: Revenue Generation and Cost Reduction

Exhibit 10.7Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Slide 10.21

Challenging the taken for granted (1) Need to change the paradigm Get people to see the realities

Mechanisms Evidence from strategic analysis Analysing what people take for granted Workshop sessions Bring into open Debate and challenge

Slide 10.22Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Challenging the taken for granted (2) Mechanisms Scenario planning to overcome bias and cultural assumptions Bringing managers face to face with reality (customers)

Slide 10.23Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Changing organisational routines (1) Routines are the way we do things around here Can become core rigidities Difficult to adapt to new strategies

Mechanisms Identify critical success factors and underlying competences Bring strategy down to operational levels Changes in routines make strategy meaningful Doing is better than thinkingSlide 10.24Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Changing organisational routines (2) Mechanisms Education/communication less powerful than involving people Persistent extending and bending existing ways of doing things

Slide 10.25Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Symbolic Processes (1) Symbols are objects, events, acts or people which express more than their intrinsic content Changing symbols helps reshape beliefs and expectations, as meaning is apparent in day to day experiences

Mechanisms Introducing new rituals/abolishing old ones Change systems and processes Change physical work environment

Slide 10.26Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Symbolic Processes (2) Mechanisms Behaviour of change agents Language metaphors to galvanise change Stories

Problems Symbolic levers may be misinterpreted

Slide 10.27Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Organisational rituals and culture change

Exhibit 10.8Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Slide 10.28

Organisational Rituals and Culture ChangeTypes of ritual Rites of passage Rites of enhancement Rites of renewal Role Promote social roles/ interaction Recognise effort Motivate others Reassure about action Focus on issues Examples Induction/training programmes Awards ceremonies Promotions Appoint consultants Project team

Rites of integrationRites of conflict reduction Rites of degradation

Push shared commitment Reassert normsReduce conflict/ aggression Acknowledge problems Weaken political roles

Christmas partiesNegotiate commitment Fire top execs Demote/pass over Rumours, surveys

Rites of sense-making Share interpretations

Rites of challengeRites of counterchallenge Abbrev. Exh. 10.8

Throw down the gauntletResist new ways

New CEO behaviourGrumble, work to ruleSlide 10.29

Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Political mechanisms in organisational

Exhibit 10.9Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Slide 10.30

Political Mechanisms in OrganisationsActivities Mechanisms Resources Building the power base Control resources Acquire expertise & resources Overcoming resistance Achieving compliance

Withdraw resources/ counter-intelligence

Give resources

Elites

Sponsored by/ Division of elites associated with elite Associate with change agent Alliance building Team building Foster change momentum/ change agent

Remove resistant elites. Visible change hero Part implementation/Disciples/ Young Turks Applause/reward Reassurance Symbolic confirm Converting the body of the org. Slipping backSlide 10.31

Subsystems

Symbolic

Build on legitimation Attack legitimation/Foster confusion/conflict Time required Duality of ideals Threat to elites Too low power base/potentially destructive

Key Problems

Abbrev. Exh. 10.9Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Communicating and Monitoring Change Effective communication possibly single most important factor for overcoming resistance Importance of clarity of vision and strategic intent Choices of media effectiveness depends on complexity of change Involvement of members of organisation in strategy development process Two-way process feedback is important Emotional aspects important emotions can induce negative or positive responses Need to monitor change programmesSlide 10.32Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Effective and Ineffective Communication of Change

Source: Adapted from R.H. Lengel and R.L. Daft, The selection of communication media as an executive skill, Academy of Management Executive, vol. 2, no. 3 (1998), pp. 225232.

Exhibit 10.10Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Slide 10.33

Change tactics (1) Timing Use crisis as catalyst for change Windows of opportunity, e.g. post take-over, new CEO Symbolic signalling of timeframes Choose time for promoting change to avoid unnecessary fear and nervousness

Job losses and de-layering Tactical choice, e.g. remove blockers of change or senior managers to give signal Avoid creeping job losses reduce insecuritySlide 10.34Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Change tactics (2) Job losses and de-layering Demonstrate visible, responsible, caring approach to those who lose their jobs

Visible short-term wins

Slide 10.35Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Potential Pitfalls of Change Programmes (1) Unintended outcomes (Harris & Ogbonna 2002) Ritualisation of change and initiative overload Hijacked processes of change Erosion Reinvention Ivory tower change Inattention to symbols of change Uncontrolled and uncoordinated efforts Behavioural compliance

Slide 10.36Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Potential Pitfalls of Change Programmes (2) Managerial implications Monitor the change Understand the culture Involve people A major challenge

Slide 10.37Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005

Key Points Need to tailor approaches, styles and means of change to context Strategic change differs in scope and nature Diagnosis of organisational context Cultural web and forcefield analysis to identify blockages and levers Different roles and styles for managing change Levers for strategic change depend on type and context of changeSlide 10.38Exploring Corporate Strategy, Seventh Edition, Pearson Education Ltd 2005