For many people, one of the most difficult aspects of life is change. It certainly presents complex challenges for leaders. Anecdotal evidence suggests that less that 1 out of 4 initiatives to make a change is successful. Why? Research into corporations suggests that change is often managed poorly or ineffectively. To Herold and Fedor, this was not surprising. Most books on change advocate managing it as a step-by-step process. Yet, when they talked to corporate executives who have lived through organizational change, most stated that they are unable to manage just one change at a time. Instead, they described their organizations as roller coasters, constantly experiencing many changes at the same time. In this environment, it seems easy for one initiative to be sent off course or pushed aside by other change initiatives. Based on their research, Herold and Fedor developed a holistic model for change that takes into account the abilities of those who are leading change, those carrying it out, and the context in which the proposed change will occur. This model includes discussion of leadership skills, strengths, and preferences, peoeple's motivation and capacity for change, and complex organizations who have many leaders, many followers, and multiple pathways along which activities take place. This book can be found in HECSA Library:
Change the Way You Lead Change: Leadership Strategies that Really Work
David M. Herold and Donald B. Fedor
HD 58.8 .H485 2008
