Managing Change: Manga for Success

Description

CREATE A HIGH-PERFORMING TEAM BY EMPLOYING EFFECTIVE CHANGE MANAGEMENT Do you want to improve your current workplace or organization? Organization Development can teach you what steps you can take to achieve your goals. You’ll follow Chuji, a store manager at an automobile company who’s been sent to a troubled dealership branch and learn from the challenges he faces as he implements a series of managerial changes only to meet resistance and hostility from employees and leaders. You’ll also learn about: How to overcome obstacles and resistance to organizational changeHow to employ the principles of visibility, communication, and visioning while leveraging the strengths of your team The science of organizational development Managing Change is an indispensable roadmap to effective change management that will help you shift the mindset of your team members from individualism to one focused on the good of the organization and the team as a whole. Find out why the Manga For Success series―now available in English for the first time―is so popular in Japan, Korea, and beyond. Cover Title Page Copyright Page Contents Introduction Prologue: Problems Keep Happening Yet the Workplace Stays the Same Story 1: The Unchanging Workplace 1-1. The Human Side of Workplaces and Organizations The Hard and Soft Sides of an Organization Why Managing the Human Side Is Important 1-2. Technical Problems and Adaptive Challenges There Are Two Sides to a Problem Common Leader and Manager Mistakes 1-3. Adaptive Challenges and Organization Development Problems in the Human Side Include Adaptive Challenges Part 1: What Is Organization Development? Story 2: Meeting a Supporter of Organization Development 2-1. What Exactly Is Organization Development? Organization Development Is a “Label” Defining Organization Development 2-2. Steps in Organization Development How to Deal with Adaptive Challenges The Three Steps in Organization Development Organization Development Step 1: Seeing the Problem Organization Development Step 2: Serious Discussion Organization Development Step 3: Building a Future 2-3. What Exactly Is a Discussion? Discussion Means Two-way Communication Where Meaning Is Conveyed The Four Levels of Two-way Communication Level 1: Polite Conversation Level 2: Debate Level 3: Introspective Discussion Level 4: Productive Discussion Discussion Levels and the Three Steps of Organization Development Part 2: The Core Team as an Agent of Change Story 3: Building a Core Team 3-1. The Importance of Trying to See What You Don’t See The Difficulty of Trying to Understand the Feelings of Someone Before You What Is Needed to See the Human Side? 3-2. The Core Team to Propel Change Propelling and Suppressing Change A Core Team to Increasingly Propel Change 3-3. Propelling Organization Development Roles Needed Besides the Core Team Transformation Leader Organization Development Supporter Sponsor 3-4. Process Consultation—How Do Supporters Support Organization Development? The Three Styles of Support The Specialist Style: Teaching Solution Strategies and Giving Information Doctor-Patient Style: Diagnosis and Prescription Process Consultation Style: Participatory Support An Example of Process Consultation Support Building a Support Relationship as a Participant Part 3: From Individual Work to Cooperation Story 4: Toward Being Able to Teach Each Other 4-1. Moving from Individual Work to Cooperation Why Work Is Being Done Individually The Shortcomings of Individual Work From Individual to Cooperative Work 4-2. Expanding Organization Development Structured and Unstructured Organization Development Increasing the Power of the Core Team to Transform Itself 4-3. Dealing with Resistance to Change Resistance to Change Is Healthy Dealing with Negative Reactions Building Successful Experiences through Small Attempts Part 4: Changing the Individual Mindset Story 5: Outgrowing Focus on Individual Work and Achievements 5-1. Differences in Mindsets The Achievement Mindset Dominates Businesses Moving from the Achievement Mindset to the Organization Development Mindset 5-2. Discussion with People You’re in Conflict with The Pattern in Connections That Don’t Go Well Discussing and Building a Cooperative Relationship with People You’re in Conflict with Using Appreciative Inquiry (AI) in Discussions Part 5: Deepening and Expansion throughout the Organization as a Whole Story 6: From Confrontation to Cooperation 6-1. Implementing Cooperation within a Group How Conflicts and Confrontation Are Born in a Group The Mindset Needed in Building Cooperative Relationships within a Group 6-2. The Growth and Development of an Organization or Workplace What Is Self-organization? Deepening Organization Development and the Growth and Development of an Organization or Workplace Constant Discussion and Pursuit Epilogue: What Does It Mean for an Organization to Change? Afterword References EULA