2. CONTENTS
Implementation of Change
Developing an Implementation Plan
Gaining Support and Involvement of Key
People
Developing Enabling Organizational Structures
Celebrating Milestones
IMPLEMENTING CHANGE
2
3. Hello!
GINA A. FONTANILLA, P-I
EdD-EML Student
3
IMPLEMENTING CHANGE
ERNIE C. CERADO, PhD
Course Facilitator
4. Objectives:
▹ 1. discuss the steps in implementing change in
an organization;
▹ 2. identify the steps how to create/develop an
implementation plan;
▹ 3. determine the steps to be followed in
involving employees to make a change;
▹ 4. discuss the techniques how to develop
enabling organizational structure
4
5. “
“Your life does not get better by chance; it gets
better by CHANGE.”
-Jim Rohn
5
6. Implemention of Change in
an Organization
6 STEPS
1. Prepare for Change 4. Create the Climate
2. Explain the Change 5. Build a Plan
3. Acknowledge the Loss 6. Launch and Sustain
1
6
7. 1. Prepare for Change
*Leaders collect
information, analyze the
strengths and
vulnerabilities
2. Explain the Change
*Leaders engage others in
conversation and clarify
the long-term value of
making the change
STEPS
3. Acknowledge the Loss
• great change leaders
know that the people
affected by the change
will sti
4. Create the Climate
*successful leader
identifies these key
influencers who are
supportive of the change
7
8. 5. Build a Plan
*No aspect of the
implementation is left to
chance. The leader defines
who, what, where, and
when each step of the
change will take place.
STEPS
6. Launch and Sustain
• a leader must make
constant adjustments
and ongoing
improvements.
• -a leader must make
constant adjustments
and ongoing
improvements.
8
9. 1. Improving
collaboration or
cooperation within
the business
2. Improving employee
productivity
3. Improving the
efficiency of work
processes
Benefits
of Change
Implemen
tatation
4. Adapting or
responding to changes
more efficiently
5. Providing a path to
achieve specific business
objectives
9
10. ▹ By Indeed Editorial Team
▹ Updated September 9, 2022 |
Published January 5, 2021
8 Steps For Implementing
Change in Your
Organization
By Indeed Editorial Team
Updated September 9,
2022 | Published January 5, 2021
10
11. 8
STEPS 1. Identify the
change and
perform an impact
assessment
*necessary change that
aligns with objectives
of the organization
*impact assessment to
evaluate how change
will affect the
organization.
2. Develop a plan
*insights to determine
how to implement
changes.
*plan that sets
direction for the
organization
*plan to support
employees in the
transition.
*mentorship programs,
cross-training plans,
and open-door
policies.
3. Communicate the
change to
employees
*outline main
messages.
*identify audience and
determine who or what
medium will best
deliver this
information.
11
12. 8
STEPS 4. Provide reasons
for the change
*demonstrate the
necessity of the change
*present data that
supports decision
*employees who
understand why the
change is happening
will be motivated to
actively participate in
the change
5. Seek employee
feedback
* Allow employees to
provide feedback
* Encourage
employees to voice
their concerns
6. Launch the
change
* Create a timeline
12
13. 8
STEPS 7. Monitor the
change
* Monitor the process
to ensure all
employees follow
proper implementation
procedures
8. Evaluate the
change
* Assess the results
based on the
established guidelines
for measuring success
13
14. TIPS FOR EFFECTING CHANGE
IMPLEMENTATION
1. Create a culture of change
2. Communicate changes to management first
3. Recognize the impact of changes
4. Maintain Open Communication
5. Celebrate Success
14
15. IMPLEMENTATION PLAN
What is an implementation plan?
What is the purpose of an implementation
of plan?
How to develop an implementation plan?
What to include in an implementation
plan?
2
16. Implemen
-tation
Plan
Also known as a strategic plan
Step-by-step guide for how the goals will be
achieved
Combines strategy, process, and action
PURPOSE:
To ensure that the team can answer the WHO,
WHAT, WHEN, HOW and WHY of a project
16
17. A picture is worth a
thousand words
A complex idea can be
conveyed with just a single
still image, namely making
it possible to absorb large
amounts of data quickly.
17
19. Our process is
easy
STEPS:
1. Define
goals
>What you
hope to
accomplish
Tips:
a. Ask
questions
b. Brainstorm
risk scenarios
3. Map out
risks
>map out all
potential risks
Tips:
a. Be flexible
and
proactive
2. Conduct
Research
>Such as
interviews,
surveys, focus
groups or
observations
>should come
from key
experts
Tips:
a. Collaborate
using shared
tools
19
20. Our process is
easy
STEPS:
4. Schedule
milestones
>What you
hope to
accomplish
Tips:
a. Ask
questions
b. Brainstorm
risk scenarios
6. Allocate
resources
> Best way to
reduce risk
-money, personnel,
software,
equipment, other
physical or
technical materials
Tips: Ask:
>What is the project’s priority
level?
>Who is available to work on
this project?
>What budget or tools are
available?
>What additional resources
do we need?
>Who needs to improve the
resource allocation plan?
5. Assign
responsibilitie
s and tasks
>list of
responsibilitie
with assigned
team
members
Tips:
a.
Communication
is key
b. Track
responsibilities
in a shared tool
20
21. What to
include in an
implementati
on plan?
1. Objectives
>outline your
project
objectives
>set your goals
2. Scope
statement
>outline the
boundaries
>broadly
define goals,
deadlines, and
project
outcomes
3. Outline of
deliverables
>serve as a
resource when
managing time
frames,
delegating
tasks, and
allocating
resources
21
22. What to
include in an
implementati
on plan?
4. Task due
dates
>it’s important
to clarify
expected due
dates
5. Risk
Assessment
>identify risks
6. Team
member roles
and
responsibilities
>assign roles
and
responsibilities
to team
members-can
hold everyone
accountable
22
23. Benefits of
having an
implementa-
tion plan
▹ Improved communication between team members and key
stakeholders
▹ Better organization and management of resources
▹ Increased accountability for everyone involved in the project
▹ More structured project timeline and daily workflow
▹ Easier collaboration between team members
A well-planned project leads to a successful project.
23
24. Employee Involvement in Effective
Change Management
STEPS:
1. Create a plan for involving as many people as
possible, as early as possible
2. Involve all stakeholders, process owners, and
employees who will feel the impact of the changes,
as much as possible, in the learning, planning,
decisions, and implementation of the change
3
25. Employee Involvement in Effective
Change Management
STEPS:
3. Leave no employees behind
4. Involve each employee in meaningful decisions
about their work unit and their work
5. Build measurement systems into the change
process that tell people when they are succeeding
or failing
3
26. • Developing an organizational structure involves defining the
framework around which your business operates.
• A clearly established structure helps employees resolve disputes
and work together to achieve strategic goals.
Tara Duggan, 2019
Developing Enabling Organizational Structures
26
27. 1. Outline your Governance Plan
*type of governance, roles, steering committee, leader, board of directors
3. Distribute the Work
*task forces and action committees
2. Establish Rules for Operations
*formal and informal groups operation, document SOP
27
4. Allow for Changes Over Time
5. Make communication easy among Divisions
*evolve organizational structure over time
29. Celebrating
Milestones
29
Celebrate Successes and Reinforce the Change
HINTS to create Successful Celebrations:
1. Organize ways to recognize groups and individuals
2. Make it public
3. Use normal meetings as an avenue for recognition of achievement
4. Ensure key sponsors and stakeholders are aware of these achievement
5. Involve managers in the chain of command to award these recognitions
6. Provide supervisors with ways to recognize their employees
30. Celebrating
Milestones
30
THE IMPORTANCE OF CELEBRATING SMALL STEPS
DURING CHANGE
Successful organizational change = recognize the
importance of celebrating small steps during change
33. 33
Radical Change, the Quiet Way
by Debra E. Meyerson
Change Agent:
*Tempered radicals
>they work to effect
significant changes in
moderate ways
Form of leadership:
>more localized, more
diffuse, more modest-yet
no less significant
34. 34
How Organizations Change?
2 Ways:
1. Drastic action
2. Evolutionary adaptation
Drastic action-
*change is discontinuous,
forced, mandated, happen
quickly and often involves
significant pain
35. 35
How Organizations Change?
2. Evolutionary adaptation
*gentle, incremental,
decentralized, and over
time produces a broad and
lasting shift with less
upheaval
*most effective moral
leaders often operate
beneath the radar-
achieving their reforms
without widespread notice
36. 36
Tempered radicals are both dedicated
to their companies and masters-can
prove to be excellent leaders
Approaches:
1. Disruptive self
expression
2. Verbal Jujitsu
3. Variable-term
opportunism
4. Strategic alliance
building
38. 38
1. Disruptive Self-Expression
*an individual simply acts in a way that feels personally right but that others
notice
2. Verbal Jujitsu
*turns an insensitive statement, action, or behaviour back on itself
3. Variable-term opportunism
*create and capitalize on short and long-term opportunities for change
4. Strategic alliance – when tempered radicals work with allies, they gain a
sense of legitimacy, access to resources and contacts, technical and task
assistance, emotional support, and advice-the power to move issues to the
forefront more quickly and directly than they might by working alone
