Riding the Waves Without Getting Wet

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Riding the Waves Without Getting Wet

• A special program designed for
• By
• Mike Hourigan
• President Hourigan and Associates

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Three of the forces behind change

• World sense of economy
• Technological changes
• Shift in our social order

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Lets run the numbers

• Reengineering/reorganization 69
• Merger or acquisition 44
• Downsizing/layoffs 39
• Declining sales or profits 24

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Organizational change response

• Strategic change
• Technological change
• Structural changes

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Types of Loss

• Competence
• Relationships
• Security
• Sense of direction
• Territory

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Helping people to work through
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Three step praise formula

• 1. Immediate
• 2. Repeatable
• 3. Specific

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3 Ds of employee communication

• It will be
• Discussed
• Dissected
• Digested

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People dont resist change

• people resist forced change

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Successful strategies for implementing change

• Let your people know why a change
• is needed
• Invite input from your employees
• Listen to your employees in informal
• settings
• Tell them the truth
• Answer all their questions

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Successful strategies for implementing change

• Invite them to tell you what their fears are
• Given the time you have, do the best you can to
  prepare them for the change
• Keep your focus on the right elements of change
  your people's reactions

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Four stages of change

• Stage 1 Denial
• Stage 2 Resistance
• Stage 3 Exploration
• Stage 4 Commitment

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Stage 1 Denial

• Provide as much information as possible
• Confront gently
• Explain the benefits of change
• Involve people in change
• Honor the past
• Keep reminding them

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Stage 2 Resistance

• Celebrate!
• Dont make promises you cant keep
• Focus on the early adopters, adapters and
  innovators
• Do not let them fail!!!!!!
• Assure their success
• Listen, listen, listen

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Stage 3 Exploration

• Establish Priorities
• Training needs
• Brainstorm
• Set short term goals
• Involve them in the mechanics and fun part of
  change symbols hats etc

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Stage 4 Commitment

• Tell them what to commit to!!
• Training necessary to get there
• Recognize and reward
• Set long term goals
• Concentrate on team building

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Team Assessment Tool
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How to say no

• Acknowledge their request
• Here is my problem
• State problem
• Offer alternative

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Dont worry, be concerned

• 40 will never happen
• 58 will turn out better than you think
• 2 are actually worth worrying about

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The change quagmire

• Assume people understand the necessity of change
• Believe small changes can be implemented easily
• Thinking dictating change will work

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How to get employee buy in

• Be crystal clear about what you want
• Make it a rule to collaborate
• Identify what is in it for them
• Identify good business reasons
• With conviction and enthusiasm