Leading Change at Simmons组织变革案例分析

Judging Ability
Responsible & Decision Making
Guidance
Personality
Dignified
Honest
Lessons from this case (C)
Use Kotter’s Eight-step change model.
Eitel’s Action
Redesign the product(Beautyrest) Spend $9 million on ad campaign Reorganize management and structure spend a lot of time with customers relied heavily on Hellyer's input eliminated the position and instead plant managers Implement the GGOL
around during its difficult time.
Lessons from this case (B)
An effective leader is vital to change.
The following are the requisites to be present in
Enable action
Kotter's 8-step change modle
Short-term wins
Charlotte Plant
Before
11 different languages
Horrid culture
Communication
Intimidation and awful work environment
Li Chen Lei Tao Minming Wang Xiaonan Wang Chen Zhen
By: Group 7
No organization can survive over an extended period of time without the proper focus on people as its most important resource. --- Charlie Eitel
Advice- Six keys to leading positive change
1. Show up 2. Speak up
3. Look up
4. Team up
5. Never give up
6. Lift others up
Lessons from this case (A)
Change is necessary to turn the organization
GGOl was designed to incorporate both the “hard and the soft aspects of growth in order to wholly integrate ‘business’ strategy with ‘culture’ strategy to achieve sustainable long-lasting change”
Every step is essential.
Lessons from this case (D)
Communication
THANK YOU!
The Great Game of Life
Eitel During the 1980s working as COO at Carriage Industries. Larry Wilson
Play to Win Evolved into The Great Game of Life
The Premise of the GGOL
• The history of Simmons • Simmons Culture “CHOICES” • Challenges faced by Simmons in Dec.2001 Three of the company’s biggest customers were bankrupt. Economic recession due to the September 11th terrorist attack. Supplier quality problem This hardly seemed the best time to implement the “Cultural Change Program”
After Charlotte Plant employees worked together as a team. And they are united toward a common goal.
Don’t let up and Make it stick
Charoltte Plant was not the worst.
A successful organizational change effort, according to Wilson, must first begin with meaningful individual change to drive organizational culture change and support implementation of business strategy.
GGOL was based on a business model that says profitable organizational growth is result of satisfied and loyal customers; a committed, cooperative, and creative organizational culture; and a leadership team that empowers and servers the workforce.
What is Eitel trying to accomplish with GGOL?
GGOL was designed to foster individual growth, to help people "make better choice in order to live a better life through choosing growth over fear."
a good leader.
Intelligence
Emotional Stability
Understanding Human Behavior
Understanding the views of others
Motivating the Followers
Initiative and Creative Ability
GGOL is made of the physical events which were designed to accomplish team building as well as to encourage individuals to go beyond their own self-imposed limits.
How has Eitel’s leadership affected the company in his first 6 months as CEO?
"I only have two goals for you as your leader.One is, I want us, together, to create the kind of company where all of us want to get up and come to work in the morning.And two, I want us to create the kind of company that other companies want to do business with."
The performance improved quickly. However the early improvements were not definitive.
Hale Waihona Puke Baidu
Resistance to Change
Individual Sources:
1) fear of unknown 2) individuals have habits 3) personal qualification and benefits Organizational Sources: 1) structural inertia 2) resources constraints 3) group inertia
The Five Stages of the Great Game of Life
Changing the Game Right Vision Coach the Coach Guiding team The Awakening Sense of Urgency
BE IT
Communicate DO IT
Recommendation
Adopt the GGOL
Make improvement on GGOL Effective in communication
Restructure the organization
People involvement Be innovative