Directing Change

1,093
-1

Published on

Published in: Business, Education
0 Comments
1 Like
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total Views
1,093
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
69
Comments
0
Likes
1
Embeds 0
No embeds

No notes for slide

Directing Change

  1. 1. Change management
  2. 2. <ul><li>Fear , of the unknown is often worse than </li></ul><ul><li>the fear of reality! </li></ul>
  3. 3. Change is… <ul><li>A systematic & pro-active approach to </li></ul><ul><li>managing change by; </li></ul><ul><li>adapting to change </li></ul><ul><li>controlling change </li></ul><ul><li>effecting change </li></ul>
  4. 4. The Big Picture INFORM Awareness INVOLVE Engagement INTEGRATE Commitment
  5. 5. Why develop a change plan? <ul><li>Smooth seamless transition </li></ul><ul><li>Transparent - satisfy due process </li></ul><ul><li>Focused on a team approach </li></ul><ul><li>Facilitates multiple changes </li></ul>
  6. 6. How is it effective? <ul><li>Support the vision & strategy </li></ul><ul><li>Meet the business objectives </li></ul><ul><li>Identify any risks & plans response </li></ul><ul><li>Involve all staff </li></ul><ul><li>Monitor & review </li></ul>
  7. 7. What are the consequences of not planning change <ul><li>How might staff react? </li></ul><ul><li>? </li></ul><ul><li>? </li></ul><ul><li>? </li></ul><ul><li>? </li></ul><ul><li>? </li></ul><ul><li>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! </li></ul>
  8. 8. Outcomes <ul><li>Employees: </li></ul><ul><li>Feel personally involved </li></ul><ul><li>More likely to be innovative </li></ul><ul><li>Help improve processes </li></ul><ul><li>Accepting & assisting with change </li></ul>
  9. 9. Outcomes <ul><li>Managers; </li></ul><ul><li>Can effectively delegate projects </li></ul><ul><li>Facilitate incremental change </li></ul><ul><li>Maintain performance targets </li></ul><ul><li>Pro-actively identify & deal with risks </li></ul><ul><li>Foster a caring & supportive culture </li></ul>
  10. 10. Systems approach <ul><li>Create scoping plan & gain CEO approval </li></ul><ul><li>Identify risks (SWOT analysis) </li></ul><ul><li>Develop formal plan – monitor & review </li></ul><ul><li>Create a communication strategy. eg inform senior managers & employees </li></ul>
  11. 11. Impact on organisation <ul><li>Lower morale </li></ul><ul><li>Lack of trust and transparency </li></ul><ul><li>Higher absenteeism </li></ul><ul><li>Slow to change – resistance! </li></ul><ul><li>KPI’s targets not adhered to </li></ul><ul><li>Higher costs </li></ul><ul><li>The aim is to be a “Champion team rather than being a team of champions”! </li></ul>
  12. 12. Assisting staff <ul><li>Prepare your staff </li></ul><ul><li>Describe the change as best you can </li></ul><ul><li>Assess the readiness of your team </li></ul><ul><li>Don’t make irrelevant changes – maintain status quo where possible </li></ul><ul><li>Be available to the staff – meet regularly </li></ul><ul><li>Listen to the grapevine </li></ul><ul><li>Encourage employee input to change </li></ul><ul><li>Determine skills and knowledge gaps </li></ul><ul><li>Plan for small steps & keep to them – why? </li></ul>
  13. 13. Personal change approach <ul><li>Think positively </li></ul><ul><li>Search for solutions </li></ul><ul><li>Plan to achieve small wins first & reward staff </li></ul><ul><li>Break problems down into its parts </li></ul><ul><li>When all else fails – ask ‘what is the best that I can get from this situation’? </li></ul><ul><li>Identify measures of success </li></ul>
  14. 14. Incentives <ul><li>Thank staff for achieving small wins </li></ul><ul><li>Continually motivate leaders & staff </li></ul><ul><li>Create change agents or champions </li></ul><ul><li>Develop “war stories” and success stories </li></ul><ul><li>Analyse, Design, Develop, Test, Deliver </li></ul><ul><li>Create a coaching/mentoring plan </li></ul>
  15. 15. Barriers to change <ul><li>Denial Refusal to believe the change is taking place </li></ul><ul><li>Uncertainty about how the change will affect people </li></ul><ul><li>Nostalgia for the way it was & change seen as valueless </li></ul><ul><li>Feeling unmotivated and low morale </li></ul><ul><li>Resistance Feeling depressed, anxious, frustrated, angry, and blameful </li></ul><ul><li>Getting into conflict situations with others </li></ul><ul><li>Have a negative attitudes & refuse to cooperate with change </li></ul><ul><li>Adaptation Focus on survival rather than reduce risk taking or creativity </li></ul><ul><li>Increased uncertainty about how to go about things </li></ul><ul><li>More willingness to learn new systems. </li></ul><ul><li>Start to accept the changes </li></ul><ul><li>Involvement Openness and commitment to the changes. </li></ul><ul><li>Changes are seen as a challenge and opportunity </li></ul><ul><li>Participation in the change process & accepting the changes. </li></ul><ul><li>Completion </li></ul>
  16. 16. Address mistakes change Behaviour! <ul><li>Speak to them immediately </li></ul><ul><li>Tell them what they did wrong - be specific </li></ul><ul><li>Tell them how you feel </li></ul><ul><li>Stop for a few seconds of uncomfortable silence .. THEN </li></ul><ul><li>Remind them how much you value them </li></ul><ul><li>Reaffirm you think well of them - but not of their performance in this situation </li></ul><ul><li>Move on ….. </li></ul>
  17. 17. <ul><li>Behavioural outcomes </li></ul>Stressor Thoughts Physiological Response Feelings Behaviours
  18. 18. Stress Reaction <ul><ul><li>CHANGE </li></ul></ul><ul><ul><li>Stress </li></ul></ul><ul><ul><li>Fight Respond Flight </li></ul></ul>
  19. 19. Change <ul><li>Any change can be stressful. </li></ul><ul><li>Changes may be positive or negative. </li></ul><ul><li>Change is an inevitable part of life. </li></ul><ul><li>Change may be planned or unexpected. </li></ul><ul><li>Changes may be opportunities for learning and growth. </li></ul>
  20. 21. Match Behaviours …
  21. 22. Mentoring & Coaching <ul><li>Listen & maintain openness and commitment </li></ul><ul><li>Maintain time management & self management skills </li></ul><ul><li>Retain assertiveness and discretion </li></ul><ul><li>Establish performance indicators & identify solutions </li></ul><ul><li>Focus on long-term personal growth & learning. eg support & guidance is a relationship NOT just an activity </li></ul><ul><li>Sets ground rules and clarify mentor / mentee role </li></ul><ul><li>Agree when and how feedback will occur </li></ul><ul><li>Review and monitor at regular intervals </li></ul>
  22. 23. Maintain change momentum <ul><li>Help people link the business requirement & the expected changes </li></ul><ul><li>Actively involve all employees </li></ul><ul><li>Understand employees concerns, what's in it for me? What am I to do? etc </li></ul><ul><li>Link objectives with the strategic plan </li></ul><ul><li>Reward staff with incentives, awards, etc </li></ul>
  23. 24. Use Positive Feedback to Change Behaviour! <ul><li>Catch them doing something right </li></ul><ul><li>Praise immediately—saying what they did right -Be specific </li></ul><ul><li>Tell them how it helps the organisation and other people working there </li></ul><ul><li>Encourage them to do more of the same </li></ul><ul><li>Smile and/or use appropriate touch to reinforce your support of them </li></ul>
  24. 25. Monitor & review <ul><li>Identify completion dates & times </li></ul><ul><li>Align outcomes in communication strategy </li></ul><ul><li>Performance targets are adhered to </li></ul>
  25. 26. <ul><li>The End </li></ul><ul><li>Any further questions? </li></ul>

×