The Organizationally Intelligent Leader Upping Our Game with Change Leadership

The Organizationally Intelligent Leader Upping Our Game with Change Leadership
Duration: 60 Minutes
Module 1 Module 1
Recorded on: 2024-05-16
Unit 1 Presentation Materials: The Organizationally Intelligent Leader Upping Our Game with Change Leadership
Unit 2 Transcript: The Organizationally Intelligent Leader Upping Our Game with Change Leadership
Unit 3 Workbook: The Organizationally Intelligent Leader Upping Our Game with Change Leadership
Unit 4 Recording: The Organizationally Intelligent Leader Upping Our Game with Change Leadership

As the justice system undergoes significant reform and implementation efforts, the inadequacies of traditional change management approaches leading to ineffective outcomes are revealed. This session presents the 10 principles of Implementation Leadership that take complex human and organizational factors into account to achieve sustainable, transformative change.

Leading the conversation is Dr. Alexandra Walker. Alex has more than two decades of experience in corrections and reentry. She worked on both juvenile and adult populations, conducted research for the Center for the Study of Crime, and spearheaded implementation projects the Justice Colorado Parole Board.

Topics covered in her presentation include:

  • The five major components of implementation science which include the focus of this session – leadership and organizational culture.
  • Facts and figures that highlight how most organizations – across disciplines – that go through change initiatives have a very high failure rate.
  • The traditional two-step methods of implementing change that fail to create effective and sustainable change.
  • The butterfly simile that captures the challenging, exhausting, and painful process of organizational change.
  • The principles of implementation leadership.
    • Trust the vision: A steadfast dedication to a vision that leverages emotional contagion to foster trust within team members despite challenges.
    • Murphy hates us: The value in expecting and planning for things to go wrong and how doing so prepares people for the inevitable challenges once change is implemented.
    • Be comfortable being uncomfortable: Looking at discomfort as a sign of change and having the persistence to sit through it knowing it eventually leads to growth.
    • Adapt or die: Having the discernment to distinguish symptoms (a.k.a. technical problems) from the actual root (adaptive problems) to prevent problem mutations and come up with holistic solutions beyond quick fixes.
    • Fail forward and fail often: Seeing failure as a learning process that requires adjustments, iteration, and resilience to achieve incremental progress and eventually change success.
    • Culture is king: Understanding the underlying context for organizational practice which influences team members behaviors and attitudes towards change.
    • Lead the hearts, lead the minds: How effective leadership inspires mindsets rather than governing behaviors by investing in trust and psychological safety to create buy-in.
    • Savor the journey: Celebrating small wins to maintain momentum and morale instead of being so focused on the big picture that incremental progress is missed.
  • The concept of emotional contagion and how it influences how people view change.
  • The process of moving from status quo and comfort zone to fear zone, adapting towards the learning and growth zone, until implementation leadership is attained.
  • Technical vs. Adaptive problems: Their distinguishing characteristics and how organizations should approach each type and problems that feature both traits.
  • What culture is and the equation that make up organizational culture.
  • Juxtaposing the justice system culture with change culture and how its inherent qualities require more preparation to be able to implement change successfully.
  • Recognizing that change exhausts those to whom change is imposed upon.

Questions from the webinar attendees are about:

  • The distinction between change and vacillation.
  • Balancing failure and feedback.
  • How organization size influences change resistance.


Other Webinars with this Presenter



Click here to view and register for other upcoming Probation/Community Corrections webinars and recordings on the JCH Platform.

Or click here to view and register for other upcoming Leadership webinars and recordings on the JCH Platform.



Resources and Handouts


Audience Comments

  • “Excellent training.”
  • “This was a very strong training and insightful to areas of change and struggles with implementing change.”
  • “I love all of your webinars however, this was awesome. I only wish we had more time! Thank you for providing this opportunity for learning. The most important thing for me leaving this webinar is knowing that we can have all the policies in the world, but it won’t mean anything if we can’t change the culture within the workplace.”
  • “Awesome Presentation.”
  • “This was one of the best webinars that I’ve attended. Very informative and well-presented.”



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