The Big Picture INFORM Awareness INVOLVE Engagement INTEGRATE Commitment
Why develop a change plan?
Smooth seamless transition
Transparent - satisfy due process
Focused on a team approach
Facilitates multiple changes
How is it effective?
Support the vision & strategy
Meet the business objectives
Identify any risks & plans response
Involve all staff
Monitor & review
What are the consequences of not planning change
How might staff react?
Suggestion-get management to identify the consequences-they will think they have developed it so you can make them responsible for it & own it therefore you can monitor and measure their progress as a KPI!
Feel personally involved
More likely to be innovative
Help improve processes
Accepting & assisting with change
Can effectively delegate projects
Facilitate incremental change
Maintain performance targets
Pro-actively identify & deal with risks
Foster a caring & supportive culture
Create scoping plan & gain CEO approval
Identify risks (SWOT analysis)
Develop formal plan – monitor & review
Create a communication strategy. eg inform senior managers & employees
Impact on organisation
Lack of trust and transparency
Slow to change – resistance!
KPI’s targets not adhered to
The aim is to be a “Champion team rather than being a team of champions”!
Prepare your staff
Describe the change as best you can
Assess the readiness of your team
Don’t make irrelevant changes – maintain status quo where possible
Be available to the staff – meet regularly
Listen to the grapevine
Encourage employee input to change
Determine skills and knowledge gaps
Plan for small steps & keep to them – why?
Personal change approach
Search for solutions
Plan to achieve small wins first & reward staff
Break problems down into its parts
When all else fails – ask ‘what is the best that I can get from this situation’?
Identify measures of success
Thank staff for achieving small wins
Continually motivate leaders & staff
Create change agents or champions
Develop “war stories” and success stories
Analyse, Design, Develop, Test, Deliver
Create a coaching/mentoring plan
Barriers to change
Denial Refusal to believe the change is taking place
Uncertainty about how the change will affect people
Nostalgia for the way it was & change seen as valueless
Feeling unmotivated and low morale
Resistance Feeling depressed, anxious, frustrated, angry, and blameful
Getting into conflict situations with others
Have a negative attitudes & refuse to cooperate with change
Adaptation Focus on survival rather than reduce risk taking or creativity
Increased uncertainty about how to go about things
More willingness to learn new systems.
Start to accept the changes
Involvement Openness and commitment to the changes.
Changes are seen as a challenge and opportunity
Participation in the change process & accepting the changes.
Address mistakes change Behaviour!
Speak to them immediately
Tell them what they did wrong - be specific
Tell them how you feel
Stop for a few seconds of uncomfortable silence .. THEN
Remind them how much you value them
Reaffirm you think well of them - but not of their performance in this situation