Effective Change Leaders Have Dreams

1147 WordsOct 29, 20145 Pages
“No organization can survive over an extended period of time without the proper focus on people as its most important resource.” – Charlie Eitel. Effective change leaders have dreams. They are aware of their current state, and where they want to go (Banutu, and Shandra, 2007). Simmons Company founded in the early 1900s, was a trade-mark leader in bed mattresses. With booming sales, the company faced a fundamental issue of whether or not it should go ahead with the new CEO - Charlie Eitel proposal. He suggested on changing the current program which could cost $7.2 million dollars, especially at the time when the company was having financial problems in the heat of the economic crisis of 9/11. Eitel’s strategy was to transformed the culture of authoritarian behavior in most plants and install a respectful friendly and stimulating work environment, similar to the organization’s Janesville plant which produces the largest revenue of $150 million” in sales out of the company’s total sales of $900 million. (Casciaro, and Edmondson, 2007). What is the objective of the Great Game of Life (GGOL) program? The objective of the “Great Game of Life”, which was formally known as “Play to Win” was founded by Larry Wilson, an expert in change management. It was designed to promote employees growth, to enable individuals to “make better choices in order to live a better life through choosing growth over fear.” The change effort was based on the organization’s model that claims
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