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HOW TO SUCCESSFULLY MANAGE CHANGE. OSU/OKC November 18, 2008. What is Change Management?. A systematic approach to dealing with change, from the perspective of both the organization and the individual. Change management has at least three different components: adapting to change

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how to successfully manage change

HOW TO SUCCESSFULLYMANAGE CHANGE

OSU/OKC

November 18, 2008

what is change management
What is Change Management?

A systematic approach to dealing with change, from the perspective of both the organization and the individual. Change management has at least three different components:

  • adapting to change
  • controlling change
  • effecting change
slide3
Bill Gates said “In three years, every product my company makes will be obsolete. The only question is whether we’ll make them obsolete or somebody else will.”
statistics about change
Statistics About Change
  • 15% achieve their objectives
  • 20% fail to achieve all objectives but

determined to be satisfactory

  • 65% have unsatisfactory results

Most significant change fails to meet the expectations and targets of management.

Top management is frequently unreasonable in its expectations

why change fails
Why Change Fails

The #1 reason change fails is

FEAR

how to succeed at change
How to Succeed at Change

The #1 thing to remember to make change succeed is:

COMMUNICATION

reasons people resist change
Reasons People Resist Change
  • Self Interest-they believe they will lose something of value
  • Misunderstanding and lack of trust-they do not understand why this is happening
  • Different assessments-they see different costs/benefits
  • Low tolerance of change-they fear they do not have the relevant skills
slide8
We do not agree on the problem-individuals do not see the need for change the same way
  • We do not agree on the direction of the solution-individuals see different solutions
  • We do not agree the proposed change solves the problem-disagreement on whether the proposed change will solve the problem
slide9
The proposed change might work but will create other problems
  • There are huge obstacles to implementing the change
  • Unverbalized fear
what organizations didn t do that caused the change to fail
What Organizations Didn’t Do That Caused the Change to Fail
  • Were not clear about the reasons for the change and the overall objectives
  • Failed to move from talking to action quickly enough
  • Leaders not prepared to change management style required to manage the change
  • Organization had too many “goals” at one time
slide11
The organization is not prepared
  • Little regard to the overall business and did not plan for the “trickle down effect”
  • Leaders set the direction for the change and then left it to less motivated people to implement
  • Made it a “surprise”
  • Didn’t do enough to resolve uncertainty
  • Insensitive to employees feelings
how to reduce resistance to change
How to Reduce Resistance to Change
  • Communication-clear two-way approach with all staff
  • Start with a good idea-have a good, well-thought out concept
  • Obtain staff commitment-involve staff in both the ideas and implementation stage
  • Provide sufficient resources-people, time, money, skills, etc.
  • Have a plan-look ahead and allow flexibility
slide13
Take into account the needs/attitudes/beliefs of the staff
  • Be aware of WIIFM—What’s in it for me?
  • Provide clear and specific information on the change
  • Educate and communicate
  • Participation and Involvement
  • Negotiation and Agreement
  • Manipulation and Co-optation
  • Explicit and Implicit Coercion
slide14
View change as an opportunity, not a threat
  • Treat your staff like your customers
  • Involve others in the decision making process
  • Say it once, say it twice, say it again
  • Validate the feeling of employees
  • Anticipate tomorrow
  • Let go of the past
  • Train the staff
  • Be a behavior model
what leadership must do
What Leadership Must Do
  • Believe the change is necessary
  • Be pro-active
  • Convince people undergoing the change that the change is necessary
  • Tell staff how the change will affect them as individuals
  • Tell them early, tell them often
  • Be honest
  • Utilize management processes and skills
conclusion
Conclusion

The four main steps to successfully implement change:

  • Propose the change
  • Summarize the impact of the change
  • Make a decision
  • Implement the change

AGAIN, THE KEY IS COMMUNICATION

references
References

Brownell, Eileen http://www.shoh.org

Dwyer, Kevin Palmer, Jonathan http://www.projectsmart.co.uk

Haughey, Duncan Palmer, Jonathan http://www.projectsmart.co.uk

Maisey, Paul http://www.leadershiptipsandtrauma.com

Okoro, Samuel http://www.projectsmart.co.uk

Palmer, Jonathan http://www.projectsmart.co.uk