Managing the Change Challenge

1
Managing the Change Challenge

• By Megan Buffington
• and
• Jan Victor
• For Roosevelt University
• November 30, 2007

2
Managing the Change Challenge

• Introductions introduce yourself and where you
  work to your table members- identify one change,
  either personal or professional that you are
  undergoing.

3
Back to Back Activity

• Find a partner
• Turn around so you can not see the other
  individual
• Change five things on your person (i.e. take off
  one shoe, or place shoes on opposite foot)
• After you have both made the 5 changes consult
  one another and turn around to view the other
  person
• Identify the changes you can find on the other
  person
• If you were not able to identify all 5 seek
  clarification
• Let the other person know how you felt during the
  activity
• Thank the person for being your partner and sit
  down

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Managing the Change Challenge

• Briefly describe what happened to your table
  members

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Debrief the activity

• What happened?
• What feelings did you have when asked to change 5
  things?
• Did it get more difficult the more you had to
  make?
• Did you loose things or gain them?
• Why do people resist change?
• What fosters positive change?
• Why do change efforts in organizations fail?

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Managing the Change Challenge

• Write down all of the change activities that
  Roosevelt is engaged in right now. Include
  changes within your department. Record each
  change that you think of on the left hand side of
  the chart. If in doubt, still include it.

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Resisting Change - Push back and removing
obstacles.

• Pair push back activity
• What is helping at Roosevelt? - discussion
• What is hindering discussion at Roosevelt? -
  discussion
• What attitudes need to shift to embrace change? -
  discussion
• Framing change helpers creating the environment
  and support

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Managing the Change Challenge

• Removing or neutralizing Push Backs
• Discuss and record your groups ideas for
  minimizing push backs to each change challenge
  that you listed.
• Present to other groups

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Managing the Change Challenge

• THE EIGHT STEP PROCESS OF SUCCESSFUL CHANGE

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SET THE STAGE

• Create a Sense of Urgency 
• Help others to see the need for change and the
  importance of acting
• Pull Together the Guiding Team
• Make sure there is a powerful group guiding the
  change one with leadership skills, credibility,
  communications ability, authority, analytical
  skills, and a sense of urgency.

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DECIDE WHAT TO DO

• Develop the Change Vision and Strategy
• Clarify how the future will be different from the
  past, and how you can make that future a reality.

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MAKE IT HAPPEN

• Communicate for Understanding and Buy In
• Make sure as many others as possible understand
  and accept the vision and strategy.
• Empower Others to Act
• Remove as many barriers as possible so that those
  who want to make the vision a reality can do so.

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MAKE IT HAPPEN

• Produce Short-Term Wins
• Create some visible, unambiguous successes as
  soon as possible.
• Dont Let Up
• Press harder and faster after the first
  successes.
• Be relentless with initiating change after change
  until the vision is reality. 

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MAKE IT STICK

• Create a New Culture
• Hold on to the new ways of behaving, and make
  sure they succeed, until they become strong
  enough to replace old traditions.
• Kotter, John. Our Iceberg is Melting Changing
  and Succeeding Under any Conditions. St. Martins
  Press, 2005