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Change management or management of changes or just Change ... happens all the time . 6th European Scout forum, Obidos, Portugal, March 2009. Who is here?. What is . Change management is a structured approach to transitioning individuals, teams, organizations ... from a current state to
6th European Scout forum, Obidos, Portugal, March 2009
Change management is a structured approach to transitioning
individuals, teams,organizations ...
from a current state to
a desired future state.
Change in organisation is possible if
To support better Change management on national and local level through developing understanding, performance and multiplication effects.
After the session it is expected that you will:
What has new ideas to do with change management
Ideas change “the world”
Change should be accomplished – there’s a need for management
What is recent change in your organisation?
Who is involved?
Who is affected?
“The idea that Hero-innovator produces, a knight in shining armour who, loins girded with new techniques and beliefs, will assault the organisational fortress and institute changes in himself and others at a stroke...
...The fact of the matter is that organisations will like a dragon eat the hero-innovator for breakfast!”
(Giorgiades and Phillmore, 1980)
Change management is a basic skill in which most leaders andmanagers need to be competent.
When leaders or managers are planning to manage change, there are five key principles that need to be kept in mind:
Different people react differently to change!
What are possible reactions?
Insecurity, lack of selfconfidence, that doesn’t concern me, denial, enthusiasm, saying “good bye”, attack
How we respond on reactions?
Encourage them, convince them, giving information, promise something
Everyone has fundamental needs thathave to be met
Do we know some?
To be seen, to be respected, to feel safe, stability, to mantain “personal life”
What attitude do we have toward them?
To listen, involve them, give them recognition, to support them
Change often involves a loss, and people go through the "lose curve“
What could be “the lose”?
Identity, our members, what we already know, stability, already tested methods, the feeling of belonging together, title, security
How we could turn lose into gain/win?
Give examples, time, flexibility, confidence, new security
Expectations need to be managed realistically
What do we expect from others?
Acceptance, support, constructive feedback, teamwork, involvement, openess for new ideas, friendship
How they see our expectations?
The same (mirror effect)
Fears have to be dealt with
Do we have some?
Lose of groups and leaders, fear of change itself, fear of fail, fear to loose motivation
Do we have ideas, how to cope with fears?
Communication, understanding, talk and respect fears, fears are natural part of human, looking together for possible solutions
Tool for assessment is available on this website
Knowledge is a magic stick!
When we know, we can!
Training, support on demand...
Right working conditions
Trust, truth and not too much bureaucracy
Adaptable, flexible, responsive organisation that changes gradually, step by step...
Consensus on decisions!
Collaboration and empowerment
Efficient operations and processes.
Right structures and mechanisms,
Strong and clear lead.
“One man” vision!
Instructions, task division...
Which is the one you believe in most?
What about one you think is not suitable?
Results from the session on the 6th forum, Portugal 2009
Personal action plan
Change management toolkit
Strategy for scouting
Organisational management T-kit
+ many more...