Change Management Change Management Is Change Happening Change

Change Management

Change Management Is Change Happening?

Change Management Change continually occurs everywhere…. • Evolution • Seasons • Maturing over life span • Life-changing events • Technical Nature Man

Activity How do YOU implement Change within your business?

Change Management The Change Process Change management entails thoughtful planning and sensitive implementation, and above all, consultation with the people affected by the changes. If you force change on people, problems will arise. Change must be; Realistic, achievable and measurable.

Change Management 8 Steps to Improve the Change Process…. 1. Increase urgency - inspire people to move, make objectives real and relevant. 2. Build the guiding team - get the right people in place with the right emotional commitment, and the right mix of skills and levels. 3. Get the vision right - get the team to establish a simple vision and strategy, focus on emotional and creative aspects necessary to drive service and efficiency. 4. Communicate for buy-in - Involve as many people as possible, communicate the essentials, simply, and to appeal and respond to people's needs. De-clutter communications - make technology work for you rather than against. 5. Empower action - Remove obstacles, enable constructive feedback and lots of support from leaders - reward and recognise progress and achievements. 6. Create short-term wins - Set aims that are easy to achieve - in bite-size chunks. Manageable numbers of initiatives. Finish current stages before starting new ones. 7. Don't let up - Foster and encourage determination and persistence - ongoing change encourage ongoing progress reporting - highlight achieved and future milestones. 8. Make change stick - Reinforce the value of successful change via recruitment, promotion, new change leaders. Weave change into culture.

The Change Process Confidence Level High 7. Integration Successful approaches incorporated into active problem-solving repertoire Area of Most Resistance and Uncertainty 6. Understanding of why certain approaches succeed and others fail 2. Denial False sense of security/overly high opinion of one’s own performance 3. Recognition of the need for change and uncertainty Low 1. Shock Major discrepancy between high expectations and actual reality Start of change 4. Acceptance of reality; “letting go” of old habits 5. Testing and looking for new approaches Successes – failures Aggravation – frustration Time

The Change Process 2. Denial 7. Integration 6. Understanding 1. Shock 3. Recognition 4. Acceptance 5. Testing

Change Management Seeing the same information in a different way….

Change Management Which square is the darkest A or B?

Change Management

Change Management Seeing the same information in a different way….

Change Management Perspective and Relativity What we see changes according to how we are seeing it. Perspective and relativity determine values. Very few things are absolute. Most things are relative and depend on one's viewpoint and the context in which they exist.

Change Management What are your Paradigm Shifts? A set of assumptions, concepts, values and practices that constitutes a way of viewing reality. Think of Paradigm shift as a change from one way of thinking to another. It’s a revolution or transformation.

Change Management Changing our Approach to Management Traditional Hierarchical Directive Power Coercive Lean Supportive Coaching Cooperative Open Directive Supportive

Change Management Changing our Approach to Management Old Paradigm New Paradigm Measurements End result only Result & Activity Support staff Criticise / blame Serves / supports Problems Rejected / hidden Open / opportunities Solution focus Fix people Systems / processes Information Overload / meaningless Clear / simple Methods Static / traditional Changing / improving Management approach Crisis / panic Preventative / calm Supervision Inspectors Coaches Employee development Do as told Learn by doing View of people Costs Assets

Activity Management Does and Don’ts to be an effective Manager?

Change Management Does and Don’ts A manager does not. . . § § § Change courses Leave people to get on with it Develop variations Delegate without authority Allow things to drift Champion the past Tolerate dissent Act inconsistently Compromise the principles Focus on the urgent Wait for the next new idea A manager does. . . § § § § § Communicate the vision Have a clear plan Integrate actions Set realistic goals/targets Define processes Agree measures Allocate resources Remove obstacles Review progress Reinforce positive behaviours

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