Having Impact

Being an influential player in organizational change demands the expression of an authentic self. A person cannot be authentic on his or her own. Authenticity is a quality that others must attribute to you. This article explores the qualities of authentic leadership. Reflections on authentic leaders contribute to a better understanding of the relationship between […]

In this turbulent time of globalization, technological innovation, and intense competition, change is essential for the survival and prosperity of business organizations.  Players in organizational change bear a major responsibility for advocating, initiating, and facilitating major changes in the organization. There are many opportunities to influence change. Leaders influence subordinates to implement ‘top down’ change. […]

Realizing major organizational change and innovation is a complex process and many organizations do not obtain the outcomes they desire. This article describes which factors hinder or contribute to far-reaching change. These factors are sought in characteristics of organizations, and in the design and management of change processes. Underlying patterns in the change capacity of […]

Cultural change in organizations is an adventurous journey in itself, which needs people who are willing to take advantage, prepared to collaborate and ready to change and take the lead. There are many possible routes to take when initiators and leaders decide to challenge and change organizational cultures. This final part helps leaders in cultural […]

This text offers a wealth of play formats with which an organization’s culture can be changed successfully. People who participate in a change often have an ambition that guides the change process. All kinds of tools and activities are available in this process that can help leaders in cultural change while the change is taking […]

Over the past few decades, intervention methods have been invented and tested; these are geared towards searching, understanding, acting, learning and giving meaning. A characteristic feature of these methods is the attention given to processes of interaction whereby meanings about organizing and changing are discussed. This chapter presents most recent developments by describing the methods, […]

The use of nine influence tactics by line managers, staff specialists, consultants, and work councils are described in organizations in constructive change processes. Differences in direction of influence (upward, downward, or lateral) were assessed and compared to results of previous research in different settings. It was found that rational persuasion, inspirational appeals, and consultation were […]

In this text, specific light is thrown on the essence of leadership in cultural change. It is essential that players in changing organizations are conscious of developments in their environment. They know what is at hand and can sense what people are concerned about. They have a social consciousness and are self-conscious. Initiators in cultural […]

Almost three quarters of all change efforts fail to achieve the intended result. This chapter reflects on theories, methodologies, and practices for organizational change and learning, and wish to contribute to achieving better results in changing organizations. The chapter offers and understanding in the dynamics of organizational change and learning and untangles the mysteries of […]

This text gives some insight into the change approach for a successful change of the culture in organizations. The real art with every change assignment is choosing an approach that suits the situation. Copying the approach that was successful for another company will not help as the situation in your own company is always different. […]