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Ground Rules
Keep Phones ON!
Agenda    Agenda Presentation
Feedback
Introduction to Technologies
Photo/Video              Introduction to               Technologies
Introduction to Social       Media     “Nameshapers model”
the Steps
ConfusionConcerns
Create
Customise
Communicate
Communicate
Control
Confusion                   ConcernsControl                                Create     Communicate               Customise
Why use it?
Why use it?
retweet                 tweet            CommunicatePhoto                          #hashtag            link
Control
Control
My organization must change/adapt/dothings differently to remain competitive.
My organization must change/adapt/dothings differently to remain competitive.My organization will become irrelevant if itd...
My organization must change/adapt/dothings differently to remain competitive.My organization will become irrelevant if itd...
My organization must change/adapt/dothings differently to remain competitive.My organization will become irrelevant if itd...
My organization must change/adapt/dothings differently to remain competitive.My organization will become irrelevant if itd...
My organization must change/adapt/dothings differently to remain competitive.My organization will become irrelevant if itd...
Resisting Change?
Why does change occur?
Why does change occur?              Change =(Dissatisfaction x Vision x Process)                   (Collins & Devanna 1992)
Kotters 8 Elements
Create UrgencyIdentify potential threats, and developscenarios showing what could happen in thefuture.Examine opportunitie...
Form a Powerful Coalition Identify the true leaders in your organization. Ask for an emotional commitment from these key p...
Create a Vision for Change  Determine the values that are central to the  change.  Develop a short summary (one or two  se...
Communicate the Vision Talk often about your change vision. Openly and honestly address peoples concerns and anxieties. Ap...
Remove ObstaclesIdentify, or hire, change leaders whosemain roles are to deliver the change.Look at your organizational st...
Create Short-term Wins Look for sure-fire projects that you can implement without help from any strong critics of the chang...
Build on the ChangeAfter every win, analyze what went rightand what needs improving.Set goals to continue building on them...
Anchor the ChangesTalk about progress every chance you get.Tell success stories about the changeprocess, and repeat other ...
Human behavior and phases in change     Process
Why are people“Stability Seeking?”
4 phases of a Change      ProcessAlertnessUnderstandingAcceptance      you need to focus on                becoming a mana...
The Change ProcessInformation ConcernsPersonal ConcernsManagement/Implementation ConcernsImpact ConcernsCollaboration Conc...
Information concernsWhat is the change?Why is it needed?What is wrong with the way things are now?How much and how fast do...
Personal ConcernsHow will the change impact me personallyWhats in it for me?How will i find the time to implement thechange...
Management/    ImplementationWhat do i need to do? (in what sequence)Do we have the resources?What happened if it doesn’t ...
Impact ConcernsAre we making progress? Are things gettingbetter? In which areas?Is the effort worth it?
Collaboration       ConcernsWho else should be involved?What more can I do to help implementchange?How can we involve othe...
Refinement ConcernsHow can we make the change even better?What else can we change to get even morebenefits?
Successful Change Happens when....
Successful Change    Happens when....People have an opportunity to express their concerns and influence how the change is
Your Role?
Your Role?Information ProviderRole ModelFacilitatorAssessorPlannerResource Developer
and one more....
and one more....Change Agent ;o)
Members of a Change team   Problem knowers   Problem Solvers   Resource Controllers   Decision Makers
Problem KnowersIndividuals familiar with the people andprocesses, situations, history etc.Critical in helping define and cl...
Problem SolversPeople with creativity and innovative thinkingGenerate ideas and possibilities-BrainstormingOften valuable ...
Resource ControllersPeople with access to or control overresources needed for implementing a solution  teachers, space, mo...
Decision makersthe people who have final authority orapprovalCan kill months of works in a few minutesKeep them involved an...
Leading the ChangeGet the right people on the teamPay attention to the interpersonal dynamicsof the teamCommunicate commun...
Health 2.0 pre ga slides day 1 & change management
Health 2.0 pre ga slides day 1 & change management
Health 2.0 pre ga slides day 1 & change management
Health 2.0 pre ga slides day 1 & change management
Health 2.0 pre ga slides day 1 & change management
Health 2.0 pre ga slides day 1 & change management
Health 2.0 pre ga slides day 1 & change management
Health 2.0 pre ga slides day 1 & change management
Health 2.0 pre ga slides day 1 & change management
Health 2.0 pre ga slides day 1 & change management
Health 2.0 pre ga slides day 1 & change management
Health 2.0 pre ga slides day 1 & change management
Health 2.0 pre ga slides day 1 & change management
Health 2.0 pre ga slides day 1 & change management
Health 2.0 pre ga slides day 1 & change management
Health 2.0 pre ga slides day 1 & change management
Health 2.0 pre ga slides day 1 & change management
Health 2.0 pre ga slides day 1 & change management
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Health 2.0 pre ga slides day 1 & change management

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This is a few slides that we used during the August meeting in Copenhagen 2011.
More slides to add to this later!

Published in: Education, Business, Technology
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Health 2.0 pre ga slides day 1 & change management

  1. 1. Ground Rules
  2. 2. Keep Phones ON!
  3. 3. Agenda Agenda Presentation
  4. 4. Feedback
  5. 5. Introduction to Technologies
  6. 6. Photo/Video Introduction to Technologies
  7. 7. Introduction to Social Media “Nameshapers model”
  8. 8. the Steps
  9. 9. ConfusionConcerns
  10. 10. Create
  11. 11. Customise
  12. 12. Communicate
  13. 13. Communicate
  14. 14. Control
  15. 15. Confusion ConcernsControl Create Communicate Customise
  16. 16. Why use it?
  17. 17. Why use it?
  18. 18. retweet tweet CommunicatePhoto #hashtag link
  19. 19. Control
  20. 20. Control
  21. 21. My organization must change/adapt/dothings differently to remain competitive.
  22. 22. My organization must change/adapt/dothings differently to remain competitive.My organization will become irrelevant if itdoes not change.
  23. 23. My organization must change/adapt/dothings differently to remain competitive.My organization will become irrelevant if itdoes not change.My organization approaches changeeffectively.
  24. 24. My organization must change/adapt/dothings differently to remain competitive.My organization will become irrelevant if itdoes not change.My organization approaches changeeffectively.I will become irrelevant if I do not change.
  25. 25. My organization must change/adapt/dothings differently to remain competitive.My organization will become irrelevant if itdoes not change.My organization approaches changeeffectively.I will become irrelevant if I do not change.I will be less competitive as a doctor if I donot change.
  26. 26. My organization must change/adapt/dothings differently to remain competitive.My organization will become irrelevant if itdoes not change.My organization approaches changeeffectively.I will become irrelevant if I do not change.I will be less competitive as a doctor if I donot change.I manage change effectively.
  27. 27. Resisting Change?
  28. 28. Why does change occur?
  29. 29. Why does change occur? Change =(Dissatisfaction x Vision x Process) (Collins & Devanna 1992)
  30. 30. Kotters 8 Elements
  31. 31. Create UrgencyIdentify potential threats, and developscenarios showing what could happen in thefuture.Examine opportunities that should be, orcould be, exploited.Start honest discussions, and give dynamicand convincing reasons to get people talkingand thinking.Request support from customers, outsidestakeholders and industry people tostrengthen your argument.
  32. 32. Form a Powerful Coalition Identify the true leaders in your organization. Ask for an emotional commitment from these key people. Work on team building within your change coalition. Check your team for weak areas, and ensure that you have a good mix of people from
  33. 33. Create a Vision for Change Determine the values that are central to the change. Develop a short summary (one or two sentences) that captures what you "see" as the future of your organization. Create a strategy to execute that vision. Ensure that your change coalition can describe the vision in five minutes or less. Practice your "vision speech" often.
  34. 34. Communicate the Vision Talk often about your change vision. Openly and honestly address peoples concerns and anxieties. Apply your vision to all aspects of operations - from training to performance reviews. Tie everything back to the vision. Lead by example.
  35. 35. Remove ObstaclesIdentify, or hire, change leaders whosemain roles are to deliver the change.Look at your organizational structure, jobdescriptions, and performance andcompensation systems to ensure theyre inline with your vision.Recognize and reward people for makingchange happen.Identify people who are resisting thechange, and help them see whats needed.Take action to quickly remove barriers
  36. 36. Create Short-term Wins Look for sure-fire projects that you can implement without help from any strong critics of the change. Dont choose early targets that are expensive. You want to be able to justify the investment in each project. Thoroughly analyze the potential pros and cons of your targets. If you dont succeed with an early goal, it can hurt your entire change initiative.
  37. 37. Build on the ChangeAfter every win, analyze what went rightand what needs improving.Set goals to continue building on themomentum youve achieved.Learn about kaizen, the idea of continuousimprovement.Keep ideas fresh by bringing in new changeagents and leaders for your change coalition.
  38. 38. Anchor the ChangesTalk about progress every chance you get.Tell success stories about the changeprocess, and repeat other stories that youhear.Include the change ideals and values whenhiring and training new staff.Publicly recognize key members of youroriginal change coalition, and make sure therest of the staff - new and old - rememberstheir contributions.
  39. 39. Human behavior and phases in change Process
  40. 40. Why are people“Stability Seeking?”
  41. 41. 4 phases of a Change ProcessAlertnessUnderstandingAcceptance you need to focus on becoming a manager of each phaseAction
  42. 42. The Change ProcessInformation ConcernsPersonal ConcernsManagement/Implementation ConcernsImpact ConcernsCollaboration ConcernsRefinement Concerns
  43. 43. Information concernsWhat is the change?Why is it needed?What is wrong with the way things are now?How much and how fast does the institutionneed to change
  44. 44. Personal ConcernsHow will the change impact me personallyWhats in it for me?How will i find the time to implement thechange?How it will affect my role in the institutionDo i have to learn new skills
  45. 45. Management/ ImplementationWhat do i need to do? (in what sequence)Do we have the resources?What happened if it doesn’t work out asplanned? (who can help?)What other processes and systems willchange?Is what we are experiencing typical?Is the timeline appropriate?
  46. 46. Impact ConcernsAre we making progress? Are things gettingbetter? In which areas?Is the effort worth it?
  47. 47. Collaboration ConcernsWho else should be involved?What more can I do to help implementchange?How can we involve others in what we aredoing?
  48. 48. Refinement ConcernsHow can we make the change even better?What else can we change to get even morebenefits?
  49. 49. Successful Change Happens when....
  50. 50. Successful Change Happens when....People have an opportunity to express their concerns and influence how the change is
  51. 51. Your Role?
  52. 52. Your Role?Information ProviderRole ModelFacilitatorAssessorPlannerResource Developer
  53. 53. and one more....
  54. 54. and one more....Change Agent ;o)
  55. 55. Members of a Change team Problem knowers Problem Solvers Resource Controllers Decision Makers
  56. 56. Problem KnowersIndividuals familiar with the people andprocesses, situations, history etc.Critical in helping define and clarify theprecise nature of the problem that requireschangeOften intimately invested in what needs tobe changed, so they may not always besupportive of change
  57. 57. Problem SolversPeople with creativity and innovative thinkingGenerate ideas and possibilities-BrainstormingOften valuable to have people from outsidethe domain
  58. 58. Resource ControllersPeople with access to or control overresources needed for implementing a solution teachers, space, money, expertise, technology, coordination
  59. 59. Decision makersthe people who have final authority orapprovalCan kill months of works in a few minutesKeep them involved and informed
  60. 60. Leading the ChangeGet the right people on the teamPay attention to the interpersonal dynamicsof the teamCommunicate communicate, communicate

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