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Change management
So what is Change Management? It isnt the changes that are so difficult , its the transitions. Change is not the same as transition. Change is situational: the new site, the new boss, the new team roles, the new policy. Transition is the psychological process people go through to come to terms with the new situation. change is external, transition is internal. Source: Managing Transitions, Making the most of change William Bridges
What You Will Learn
1. How to manage organizational change and transition. 2. What Concrete steps you can take to move employee through a transition successfully.
The Book Stresses that change involve people and that manager and leader must help people deal with transition
Youll never get me up on one of those butterfly things!
Tiga elemen dalam perubahan perusahaan
The push / pull model of Leadership
Push
I am aware of myself
Pull
I N T E G R I T Y C O N F I D E N C E
I am aware of you
LOGICAL ARGUMENT I make proposals I state reasons I state logical consequences
BUILDING BRIDGES I recap what you say I explore our views or feelings I self-disclose
ASSERTION I state my needs or wants I state my evaluations I persist
ATTRACTION I build on common ground I create a vision
thoughts, wants, feelings
Change Management
Vision Skills Incentives Resources Action Plan Change Skills Vision Incentives Incentives Resources Resources Action Plan Action Plan
Confusion
Anxiety
Vision
Skills
Resources
Action Plan
Gradual Change
Vision
Skills
Incentives
Action Plan
Frustration
Vision
Skills
Incentives
Resources
Not Implemented
Change Impact!
First Individual Impact
Organization Impact Change will start with individual, and will cause a rippling effect in an organization.
The change cycle
Source: Carnall (1986)
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Denial
If it aint broke why fix it?
Internalisation
Actually this new system could be improved even further.
Defence
Ive got too much to do
Where are we today in the process of change ?
Why cant I continue doing what I have always done?
Adapting
Now I understand the actions that I must take to improve performance.
Discarding
If this is the new way of working then I dont have to do X anymore.
The core message
do things differently
How to communicate, PROCESSES manage and make decisions
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SYSTEMS
How did we perform today ?
CHANGE IN ATTITUDES AND BEHAVIOURS
Sustainable results
Continuous improvement
PEOPLE / TRAINING
Capacity to plan, achieve, analyse and find some opportunities
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The road to change
VISION
Goal target
First key steps
Milestones are we on target ?
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What is your VISION Of the Future?
if you do not know where you are going, any road gets you there
Kotters 8 Stages of Change Management
Increase Urgency Build the Guiding Team Get the Vision Right Communicate for Buy-In Empower Action Create Short Term Wins Dont Let Up Make Changes Stick
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Stage 1: Increase Urgency
Raise a feeling of urgency so folks saylets go! What Works: Show others the need for change [use valid information and data] Never underestimate how much complaint, fear and anger may exist
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Stage 2: Build the Guiding Team
Form a group that has the capability to guide the change process
What Works: Showing enthusiasm and commitment Modeling trust and teamwork
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Team Functions
Task Orientation Set clear and simple goals.
Roles - Assign a unique job to each team member.
Share Ideas Brainstorm methods
Feedback Share positive, frequent feedback on progress
High Expectations Challenge team members to produce the best work possible
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Stage 3: Get The Vision Right
Create the right vision and strategies to guide action
What Works: Trying to see -literally- possible futures Vision so clear- it can be articulated in one minute or written on 1 page
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Stage 4: Communicate for Buy-In
Communicate change vision and strategies to create understanding and buy-in What Works: Keeping communication simple and heartfeltnot complex and technical Know what your folks are feeling Speak to anxieties, fear, confusion, anger
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Communicating the Change
Identify the what and why of the change. Target specific results. Dont dump information on people.
Welcome questions and feedback.
Acknowledge the feelings associated with the change
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Communication Tips
Give constructive feedback. Be tolerant of mistakes. Praise in public, criticize in private. Once you've delegated, never take it back (except in impending disaster!)
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Remember this
TELL ME I will forget
SHOW ME
I might remember
INVOLVE ME
I will never forget
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Stage 5: Empower Action
Deal effectively with obstacles that block action.
What Works: Find folks with change experience who can state we won and you can too
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Stage 6: Create Short-Term Wins
Produce short-term wins to energize the change helpers, enlighten pessimists, defuse cynics and build momentum
What Works: Early wins that come fast Wins that are visible to as many people as possible Wins that speak to powerful players whose support you need but do not yet have
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Stage 7: Dont Let Up
Continue with wave after wave of change, not stopping until the vision is a reality What Works: Looking for ways to keep the urgency up As always- show em, show em, show em
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Stage 8: Make Change Stick
Be sure the changes are embedded so that the new way of operating will stick
What Works: Not stopping at Step 7- it isnt over until the changes have roots
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Plant your own garden, decorate your own soul, instead of waiting for someone to bring you flowers.
Veronica A Shoffstall
