By Dean Anderson, Linda Ackerman Anderson

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Extra info for Beyond Change Management: How to Achieve Breakthrough Results Through Conscious Change Leadership, 2nd edition (J-B-O-D (Organizational Development))

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We write with leaders of all levels in mind, with the key focus on leaders who have r esponsibility a nd decisio n a uthority f or designin g, influencing, o r im plementing their organization’s transformational change plans. This obviously includes CEOs and other senior executives but can also include mid-managers, supervisors, and employees who play vital roles on change project teams. The change consultants who will r eceive the most val ue f rom this b ook are those responsible for educating, advising, and coaching line leaders to develop and implement large-scale transformational change strategy.

We have been researching what works and does not work in change for over thirty y ears. ) We have been engaged in change projects in vir tually every for profit industry; city, state and federal government agencies; the military; and large global nonprofits. 1 highlights our findings of the common mistakes leaders are making in le ading transformation that impair the change process, cause resistance and minimize R OI. 1. Common Mistakes in Leading Transformation ◗ Relevance and Meaning: Not overtly linking the change effort to the market and business strategy to create clarity in the minds of stakeholders.

We reveal why transformation is more complex and the additional areas that change leaders must attend to in order to get the results they seek. In Chapter Four, Two Leadership Approaches to Transformation, we describe two very different approaches that leaders and consultants bring to transformation and the impact each has o n their potential success. indd 11 11 8/19/10 1:27:25 PM why transformation requires leaders and consultants to become more conscious in their approach. We provide the details of what that means and how it can catalyze breakthrough results from change.

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