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1
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Managing Change Hay’s 7 Lever Model
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2
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Guiding Thought for Today
“ At the end of the day, you don’t bet on
on strategy, you bet on people.”
Lawrence Bossidy
Chairman
Allied Signal Corporation
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3
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Hay’s 7 Lever Model
Our 7 Lever ModelSM is Key to Understanding People and Change
We understand which people-change levers have greatest priority given your situation and desired results
We understand the inter-relationships between the levers
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4
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The Hay 7-Lever Change ModelSM
LeadershipThe ability of leadership to mobilize the organization around the strategy
Values CultureThe way in which the organizational norms support the strategy
Work Processes Business SystemsThe sequence of activities through which resources are transformed to meet customer needs
Organisation, Team Job DesignThe way in which accountabilities are organized
Individual Team CompetenceThe capability of people (individually and as teams) to carry out the strategy
Management Processes SystemsThe key processes through which management influences people
Reward RecognitionThe manner in which behavior, capability and/or results are reinforced
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5
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Leadership
Is there a compelling vision which inspires the organization?
Do individual leaders “walk the talk”?
Are leaders as a team viewed as solidly behind the new direction?
Do leaders create clear expectations of others?
Organisation,
Team Job
Design
Work
Processes
Business
Systems
Values
Culture
Individual
Team
Competence
Management
Processes
Systems
Reward
Recognition
Leadership
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6
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Values and Culture
Are organisational values consistent with the new strategy?
Does behaviour match espoused values?
Is current work culture supportive of the new direction?
Is the new employment “compact” understood and accepted?
Organisation,
Team Job
Design
Work
Processes
Business
Systems
Valu
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