Managing Change

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Managing Change

• Jill M. Hudson, Esq., SPHR
• Francis Tuttle Technology Center

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What is Organizational Change?

• Organization-wide
• Fundamental to operation of the entity
• Can mean changes to mission/vision
• Addition of an enterprise-wide program or
  initiative
  
• Large staffing changes
• Not just addition or deletion of a small number
  of positions
  

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Motivations to change

• Outside forces
• Marketplace/Competitors
• Customers
• Technology
• Lack of productivity
• Ownership
• Management

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Resistance to Change

• Often is great resistance overt and covert
• Produced by anxiety
• What does this mean for me?
• Whats wrong with how weve been doing it?
• Change is really hard can it really be done?
• Observe conflicting goals in the change effort
• Direct impact on the culture of the organization

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How to overcome resistance

• Executive champion/visionary
• Change agent to implement the vision
• Steering team to represent all views
• Constant communication regarding status
• Need to make sure structure of organization will
  support changes
  

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8 Stages of Change Leadership

• Establish a sense of urgency
• Create a guiding coalition
• Develop a vision and strategy
• Communicate the change vision
• Empower broad-based action
• Generate short-term wins
• Consolidate gains and produce more change
• Anchor new approaches in the culture

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1. Establish a sense of urgency

• Avoid complacency
• Why does complacency exist?
• How do you increase urgency?
• How do you do this at each level?
• Examine market realities
• What is vs. what you want it to be
• How much urgency is enough?

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2. Create a guiding coalition

• Composition of the team
• Position power
• Expertise
• Credibility
• Leadership
• Who to leave off
• Egos
• Snakes
• What they have to do
• Establish trust
• With off-site activities and events
• Lots of talk and joint activities
• Develop a common goal
• Sensible to the head
• Appealing to the heart

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3. Develop a vision and strategy

• An effective vision should be
• Imaginable
• Desirable
• Feasible
• Focused
• Flexible
• Communicable

• It should
• Force people out of their comfort zones
• Aim at continuous improvement and customers
• Take advantage of trends
• Have a moral power dont exploit anyone

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3. Developing the vision, cont.

• Make a first draft
• Modified by the guiding coalition
• Remember the importance of teamwork
• Use the head and heart test
• Remember it will be messy
• It takes time

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4. Communicate the change vision

• Simplicity
• Use metaphors, analogies and examples
• Say it and say it again in multiple forums
• Repetition
• Lead by example
• Explain things that look inconsistent
• Two way communication

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5. Empower broad-based action
Formal structures make it difficult to act
Employees understand the vision
and want to make it a reality, but
are boxed in.
Bosses drag their feet at implementing The new v
ision
A lack of needed skills undermines the action
Personnel and Information systems make it diffic
ult to act
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5. continued

• Overcoming the barriers
• Make structures aligned with the vision
• Determine and provide the necessary training
• Align information and personnel systems
• Confront supervisors who are blocking the needed
  changes

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6. Generate short term wins

• Provides evidence that sacrifices were worth it
• Rewards change agents with a pat on the back
• Helps fine-tune the vision
• Makes it difficult for cynics and resisters
• Keeps bosses on board
• Builds momentum

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6. continued

Leadership
0

Management
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7. Consolidate Gains

• More change, not less
• Shift into high gear
• More help add people
• Aces in their places
• Leadership of senior management
• Continuing to clarify the vision and re-validate
• Leadership from project managers
• Dont be confused by celebration of success
• Reduce unnecessary inter-dependencies
• Who really needs that report? Why?

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8. Anchor the change in the culture

• This stage will come last, not first
• Will depend on results
• Requires a lot of talk verbal reinforcement
• May involve turnover
• Makes succession planning critical

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Overcoming resistance

• Force Field Demonstration