Factors Affecting Organizational Capacity for Change
Leadership and Management
In this module you studied the following:
Organizational capacity for change (OCC) is the overall capability of an organization to prepare for or to respond to an increasingly and volatile environmental context.
Trustworthiness is essential for leadership effectiveness and the ability to prepare for and drive organizational change.
There is no recipe or formula for building trustworthy leadership within an organization.
Without previous experiences in leading others through a change initiative, it is not possible to become a trustworthy leader.
If employees are to trust their leaders, they need to know that their leaders genuinely care about them.
When risk is evaluated to be “reasonable.” the employee is inclined to trust the change agent and “buy in.”
When an organization has employees who are generally trusting of senior executives, then organizational trust is high.
Some change experts argue that leaders need constructive dissent from their subordinates in order to lead effectively.
A capable champion is a middle manager who is able to influence others in the organization to adopt a proposed change without the formal authority to do so.
Organization change requires cross-function teams to guide the change initiative.
Successful change requires information-rich transmission, such as face-to-face dialogue and observation of body language when discussing the change.
Middle managers are not just doers, they also are thinkers. And if given the chance and the right circumstances, middle managers can also be leaders. 
Middle managers need to have access to the senior leaders and they need to be allowed to deliver news that is not flattering.
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