Brief Change Management Toolkit
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This toolkit explains the underlying processes of Change and recommends practical actions to overcome resistance faster and move towards the adoption of change (new skills, new values, new bahaviours).
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Brief Change Management Toolkit
- 1. 1 by Milda Bagdonaite CHANGE MANAGEMENT TOOLKIT
- 2. EVERYBODY REACTS TO CHANGES!
- 3. COMPLIANCE VS. ADOPTION It’s the company’s.. I have to… I’m scared… It will slow me down... It’s mine I want to I am motivated It will help me succeed 3
- 4. DEFINITIONS • COMPLIANCE is the practice of obeying rules or requests made by people in authority • ADOPTION is the act of taking something on as your own. *Oxford dictionary
- 5. ADOPTION LEVELS * CEB (2015)
- 6. 6 DESPITE THE BEST EFFORTS, ADOPTION OFTEN FAILS TO MEET EXPECTATIONS… Scenario #1: Adoption curve flattens prematurely and unexpectedly Scenario #2: Tool impact is delayed, lagging expectations * CEB (2015)
- 7. CHANGE CURVE * -There is a smooth way through Information/ Communication Emotional support Guidance/ Directions Minimize time Minimizedepth Maximizeimprovements *Based on Kubler Ross Change Curve Model How to go through the change quickly and efficiently? How to reduce potential disruptions? How to increase user acceptance/productivity/ retention?
- 8. GUIDE THROUGH THE CHANGE WHAT? Behaviours observed WHY? Potential feelings/ responses HOW? Potential leadership behaviours and actions required Create Alignment Maximize Communication Spark Motivation Develop Capability Share Knowledge 5 Steps to Success Denial Frustration Despair Acceptance Integration
- 9. DENIAL HOW? • Explain the rationale of change purpose and company wide benefits • Set clear expectations • Build a CRM advisory board WHAT? • Loss of productivity • Trying to avoid the inevitable • Seek for more guidance and clearance WHY? • Being comfortable with the status quo • Feeling threatened • Fear of failure Create alignment Disbelief, looking for evidence that it isn’t true
- 10. FRUSTRATION HOW? • Clarify CRM benefits to salesreps • Provide feedback and praise to keep people confident • Share success stories WHAT? • Feeling down • Nostalgic for the old times • Drop in performance levels WHY? • Suspicion • Scepticism • Frustration Maximize communication Recognition that things are different, sometimes angry
- 11. DESPAIR HOW? • Reassure that others are experiencing the same feelings • Foster supporting and encouraging workplace • Develop rewards & incentives WHAT? • Morale is low • Self-doubt and anxiety levels peak • Fixation on small issues or problems WHY? • Apathy • Isolation • Remoteness Spark Motivation Low mood, lacking in energy
- 12. ACCEPTANCE HOW? • Provide system and behavioral change training • Identify gaps in training programs • Develop supplemental trainings, coaching programs and self-study tools WHAT? • Begin to work with the changes rather than against them. • Energy & productivity begin to recover • Growing in confidence WHY? • Excitement • Relief • Impatience Develop capability Initial engagement with the new situation, feeling more positive
- 13. INTEGRATION HOW? • Coaching to improve the successes gained • Peer/tech support • Provide greater responsibility and involvement to ensure on-going success WHAT? • Making the change work • Forward thinking • Starting to see the benefits come through WHY? • Acceptance • Curiosity • Trust Share Knowledge Learning how to work in a new situation
- 15. NOTHING CHANGES IF NOTHING CHANGES