02 Psychology of transformation Flashcards Preview

ETH1: 1.3 Tr:CorpDev&IT > 02 Psychology of transformation > Flashcards

Flashcards in 02 Psychology of transformation Deck (15)
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3 stakeholders groups in a Co

1. executive board 2. middle mgmt 2.1. operational 2.1.1. front 2.1.2. back 2.2. staff functions 3. employees


how to be an entrepreneur in a big Co?

by being networked!


less vs more adaptive Cos & stakeholder groups

less adaptive > front op ppl are heros only more adaptive > everyone is considered


essence f designer/designed dilemma in big Cos: > solution + biggest danger?

not all can be involved in designing > identification! + very bad if top mgrs are not cohesive! like immature parents


systemic cohesion def=

the elders of the system are taking decisions with the interests and preferences of the system (individual members) in mind = compromises


trust "beer formula"

contact --> relationship / negotiation


communication --> material (interest)






a good leader does what 2 things:

and avoid what 2 things:


1. clearly separate material & communication levels

2. always start from relationship (and keep it)


1. sacrifice relationship for material interest

2. sacrifice material interest for relationship


The 3 attributes a leader needs to have on the relational level in order to create trust 

1. authenticity --> true to yourself

2. empathy

3. esteem


Communication & influence/negotiation over 2 dims


- Style: directive <> consultative <> collaborative

- Form of contact/communication: virtual <> physical


Communication (of decisions taken) happens from virtual+directive to physical+collaborative (with no change on material results)

Influence & negotiation happens from virtual/physical+consultative to physical+collaborative



Negotiation & projects:

what about, where, how (1 attribute + 4 phases)?

  • it is about material level, delegated
  • it takes place in project committees
  • how?
    • the committees must be culturally diverse
    • phases:
      1. contact/comm. --> bonding, agree on problem def
      2. influence --> ask Qs to understand interests
      3. contractual variables --> identify alternatives out of stakeholders' perceptions
      4. negotiation --> use time pressure for collective solution


Advice on communication

  1. communicate as early as possible 
    i.e. as soon as there is systemic cohesion
    --> so you can add product to project info
  2. make sure all parties understand it correctly
  3. test it on test groups, if need be, before sending it out


4 levels of competences 

in 2 dims

2 dims:

1. influenceability

2. importance over time in career


4 levels of competences - from high influenceabilty + low importance to high importance + low influenceabilty:

1. professional competence

2. managerial competences




3. social competences

4. personality competence



typical reactions of the designed, when affected by sthg you were not the author of:

+ characteristics of reslilient people

+ lessons for managers

+ phylosophical implication

stability > immobilization > denial > anger (cortisol & adrenaline)

> bargain > depression (not important or strong enough to revert decision)

> testing > acceptance (seeing the good aspects)


+ resilient people do it faster

+ lessons: it is good to have internal spaces, like forums, to vent anger... or let people exit a system that has no fit at all for them!

+ the world is constructed, there is no right or wrong
“There is nothing either good or bad, but thinking makes it so.” ― William Shakespeare, Hamlet




How to treat ppl in org

based on 2 dims

2 dims:

  1. Performance
  2. Value-compliance

Treatment to apply:

  • high-high --> promote
  • low-low --> let go, because there is no person-org fit
  • low-high --> teach & re-check
  • high-low --> difficult cases of unbalanced high-perf: personality training, if they are willing; or constrain within limits


Typical cost of a good corp transformation

1 year of profits