After a successful Masterclass at TU Twente University last year, One2change had the privilege of providing the “Organizational Change and Leadership” component again, as part of the Organizational Risk Management Masterclass. As a Medior Learning & Change Consultant at One2change, I was fortunate enough to be inspired by the leader of this session, Naomi van Loon, alongside 14 experienced managers and advisors as well as students from the TU Twente University.

Already at the beginning, when expectations were discussed, it became apparent how truly complex and challenging successful change can be. Changes can lead to demotivated staff, outages, reduced productivity and financial losses. But these risks can be reduced!

During the Masterclass a book of John Kotter and a study by Janka Stoker were discussed. In his book Leading Change, John Kotter provides eight steps to increase the possibility for a change to be successful. Kotter focuses primarily on the process dimension of change. Janka Stoker on the other hand also pays attention to the substantive dimension of change. Many changes require managers to change themselves first. In addition to the preconditions for successful change and insight into everyone’s own role, effective change strategies were offered.

There was also enough room for individual cases. Questions that emerged from the various practical experiences were: ‘What leadership style fits best during which phase?’, ‘How can one guide a team towards “forced” cooperation?’, ‘How can one direct a change where vision is lacking?’ And ‘How does one deal with people’s resistance?’. By linking these and other questions to theory and models, insightful revelations emerged.

What truly speaks to me personally is that all change starts with yourself; you as a leader, initiator or facilitator. Anyone who leads change will first have to change him- or herself in order to be a good and credible example. The self-reflection exercise “How do I respond to change?” gave a good insight into personal change. By first changing ourselves and knowing what that means for us personally we are able to show understanding to those we want to change. We can successfully manage the transition from that connection.

Geschreven door: Frank de Git, Trainer & Consultant