Strider & Cline - Leading Change in Software Organizations Overview

Discover Today’s Most Valuable Management Asset: The Ability to Lead Change Successfully
This one-day in-house workshop is about what you must do to successfully lead change in software organizations. My model for leading change is built on principles of general systems theory and human communication theory. Pragmatically, it is based on over twenty years of observing how people and their organizations change. The patterns emerging from my observations have been validated by over one hundred software professionals so far.

What You Will Take Away:
You will take away insights into why changing is so difficult and how changing software organizations can be more practical and successful.

Four fundamentals about changing any human system:

Change happens one person at a time.
People don’t fear change so much as they fear LOSS.
The change process is universal, but the experience of it is uniquely individual.
People operate on three levels during a change process:
content (what)
process (how)
human (meaning and significance)

Four observations about successfully leading change:

There was a leader.
The leader planned and executed a transition based on readiness of organization.
The leader caused the necessary infrastructure to be created or modified.
The leader honored resistance and worked to transform it.

Five qualities of a successful leader of change:

understands that change is a process
is willing to be changed him/herself
a strong sense of self
understands current practices/skills/culture
has a clear picture of desired practices/skills/culture and can communicate that picture

Five elements of my dynamic model for leading change:

The Zeroeth Step
Observation & Discovery
Planning and Follow Through
Infrastructure Support
Skills Support

How to increase understanding and creative problem solving during a change. When we interact with another person we usually see only the tip of the iceberg so to speak. Most of the interaction is hidden from our sight just as most of a real iceberg is below water. It’s the same for the other person. They only see the tip of our iceberg. Our reactions to change come mostly from this hidden place inside us. The more we come to appreciate and respect this, the more successful we can be in finding and releasing energy for change, even when no energy is apparent. The level of communication we choose and the filters we use affect the quality of our interactions with others. During the chaos of change these effects can be especially trying. Awareness of these effects can lead to understanding and creative problem solving rather than confusion and blame.

Who Should Attend?
If you are about to initiate a change in your organization, do not miss this workshop! If you are struggling with a change already in progress, you should definitely attend this workshop!

Executives, managers, and technical staff in:

information technology service departments

software and hardware product companies

Anyone interested in understanding how people and their organizations change.

Workshop Style
I will use a combination of lecture, demonstration, and individual and small group exercises to share what I’ve learned from my observations. Participants will be encouraged and supported during the exercises to add the richness of their own experiences with change to mine.

Each participant will receive a bound participant workbook.

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