Organizational Behavior & Leadership

 Reactive Change  Proactive Change

 Urgency or crisis  Not a crisis
 High dissatisfaction  High need for commitment
 Low resistance to engage in change
 High level of support  Change is not clear
 Change agent has  Change is complex
relevant info  Change agent needs
 Changes are clear support of key
constituents/stakeholders
 Strongly Moderately Neutral Moderately Strongly
Against Against Supportive Supportive
Names

Chief’s Mess  
Wardroom  
Sector Commander  
Local F/V CAPTs  
CG Station personnel  
 Benefits Costs
Go

No
Appeal here
1st to start a
movement!
 Pygmalion Effect
 Trust
 Do what you say you will do
 What values do you exhibit? Do they match your
behaviors?
 Remove barriers
 Laggards
 Stakeholder buy in
 Know the process/system
 Tools to do the job
 Authority to do the job
 Take action sooner, rather than later
if you can!

 Failure is ok!
(if it’s an above waterline risk)
 Break it down  Accumulate yeses
 Make a model  Experiment
 Keep it simple  Give feedback
 Do the easy stuff first.  Celebrate
Group Discussion

How can you build the change?

Keep ideas fresh
by bringing in
new change
agents and
leaders for your
change coalition.
 Cultural

Technical

Political
Watch Goldratt's Change Matrix video here.
 Benefits Costs
Go

No
 Apply Kotter’s 8 step model to the Coast Guard
Academy

 Teams assigned

 Deliverables. . . Look at the Content folder for

this assignment!!!!!!!!
 PPT Presentation
 Memo

 Evaluated on the process, not the idea!!

Ensure you cover:

Intro, title, member names

Background – Why do you think this is a problem?
Research – What/who supports you
Potential Barriers
Recommended implementation
How will you make the change stick?
Why should CGA care?
Did you cover Kotter’s 8 Steps?