Managing Change Manga for Success

CREATE A HIGH-PERFORMING TEAM BY EMPLOYING EFFECTIVE CHANGE MANAGEMENT

Do you want to improve your current workplace or organization? Organization Development can teach you what steps you can take to achieve your goals. You’ll follow Chuji, a store manager at an automobile company who’s been sent to a troubled dealership branch and learn from the challenges he faces as he implements a series of managerial changes only to meet resistance and hostility from employees and leaders. You’ll also learn about:

• How to overcome obstacles and resistance to organizational change
• How to employ the principles of visibility, communication, and visioning while leveraging the strengths of your team 
• The science of organizational development

Managing Change is an indispensable roadmap to effective change management that will help you shift the mindset of your team members from individualism to one focused on the good of the organization and the team as a whole. Find out why the Manga For Success series—now available in English for the first time—is so popular in Japan, Korea, and beyond.

KAZUHIKO NAKAMURA is a professor of human psychology in the Humanities Department and the head of the Human Relations Research Center at Nanzan University. His areas of expertise include organization development, human relations training, and group dynamics. He is a member of the NTL Institute in America and completed their certificate program for organization development.

Introduction 9

Prologue Problems Keep Happening Yet the Workplace Stays the Same

Story 1 The Unchanging Workplace 16

1-1 The Human Side of Workplaces and Organizations 34

The Hard and Soft Sides of an Organization / Why Managing the Human Side Is Important

1-2 Technical Problems and Adaptive Challenges 39

There Are Two Sides to a Problem / Common Leader and Manager Mistakes

1-3. Adaptive Challenges and Organization Development 43

Problems in the Human Side Include Adaptive Challenges

Part 1 What Is Organization Development?

Story 2 Meeting a Supporter of Organization Development 46

2-1 What Exactly Is Organization Development? 65

Organization Development Is a “Label” / Defining

Organization Development

2-2 Steps in Organization Development 69

How to Deal with Adaptive Challenges / The Three Steps in

Organization Development / Organization Development

Step 1: Seeing the Problem / Organization Development

Step 2: Serious Discussion / Organization Development

Step 3: Building a Future

2-3 What Exactly Is a Discussion? 80

Discussion Means Two-way Communication Where

Meaning Is Conveyed / The Four Levels of Two-way

Communication / Level 1: Polite Conversation / Level 2: Debate / Level 3: Introspective Discussion / Level 4: Productive Discussion / Discussion Levels and the Three Steps of Organization Development

Part 2 The Core Team as an Agent of Change

Story 3 Building a Core Team 94

3-1. The Importance of Trying to See What You Don’t See 111

The Difficulty of Trying to Understand the Feelings of Someone Before You / What Is Needed to See the Human Side?

3-2 The Core Team to Propel Change 115

Propelling and Suppressing Change / A Core Team to Increasingly Propel Change

3-3 Propelling Organization Development 120

Roles Needed Besides the Core Team / Transformation

Leader / Organization Development Supporter / Sponsor

3-4. Process Consultation—How Do Supporters Support Organization Development? 126

The Three Styles of Support / The Specialist Style: Teaching Solution Strategies and Giving Information / Doctor-Patient

Style: Diagnosis and Prescription / Process Consultation

Style: Participatory Support / An Example of Process

Consultation Support / Building a Support Relationship as a

Participant

Part 3 From Individual Work to Cooperation

Story 4 Toward Being Able to Teach Each Other 134

4-1 Moving from Individual Work to Cooperation 157

Why Work Is Being Done Individually / The Shortcomings of Individual Work / From Individual to Cooperative Work

4-2 Expanding Organization Development 164

Structured and Unstructured Organization Development /

Increasing the Power of the Core Team to Transform Itself

4-3 Dealing with Resistance to Change 169

Resistance to Change Is Healthy / Dealing with Negative

Reactions / Building Successful Experiences through Small

Attempts

Part 4 Changing the Individual Mindset

Story 5 Outgrowing Focus on Individual Work and Achievements 176

5-1 Differences in Mindsets 192

The Achievement Mindset Dominates Businesses / Moving from the Achievement Mindset to the Organization Development Mindset

5-2 Discussion with People You’re in Conflict with 197

The Pattern in Connections That Don’t Go Well / Discussing and Building a Cooperative Relationship with People You’re in Conflict with / Using Appreciative Inquiry (AI) in Discussions

Part 5 Deepening and Expansion throughout the Organization as a Whole

Story 6 From Confrontation to Cooperation 204

6-1 Implementing Cooperation within a Group 221

How Conflicts and Confrontation Are Born in a Group / The Mindset Needed in Building Cooperative Relationships within a Group

6-2 The Growth and Development of an Organization or Workplace 227

What Is Self-organization? / Deepening Organization Development and the Growth and Development of an Organization or Workplace / Constant Discussion and Pursuit

Epilogue

What Does It Mean for an Organization to Change? 236

Afterword 243

References 245

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