Abstract
A crisis is an event that forces unplanned organizational change because of loss or the perception of loss. Luke 6:46–49 provides an example of a crisis with the parable of the two builders and a flood. The second builder in the parable could survive and recover from this crisis with the correct application of Hope Theory and Appreciative Inquiry. The use of these two similar theories can accomplish this recovery by discovering their strengths, dream of creating new goals, and understand why these dreams are vital. The next step would be to design a plan to accomplish these goals and implement them. This path from Crisis to Hope can result in a new and stronger beginning for all by using this innovative process.
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Notes
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Kotter’s (2011) Change Principles are as follows:
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Establishing a sense of urgency: the crisis creates this urgency
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Form a powerful guiding coalition: working in groups to gain input
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Creating a vision: this is the core principle in AI for the Dream and Design step
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Communicating the vision cross reference with goals: the Dream step covers this.
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Empowering others to act on the vision: part of the Destiny step
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Planning for and creating short-term wins: the design process plans these small wins to include all employees
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Consolidating improvements and producing more change: part of the Destiny step
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Institutionalizing new approaches: part of the Destiny step with the entire workforce involved and agreeing to the improvements; they all have a stake in seeing it through.
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Jaco, D.A. (2020). Organized Leadership: From Crisis to Hope. In: Winston, B.E. (eds) Leadership Growth Through Crisis. Christian Faith Perspectives in Leadership and Business. Palgrave Macmillan, Cham. https://doi.org/10.1007/978-3-030-25439-1_5
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