This document provides an overview of effective change management. It discusses how people naturally resist change due to worries about how the change will impact them personally and professionally. It also describes how change is a process of transition that causes uncertainty and stress. The document outlines a four phase change management model to identify appropriate actions to create buy-in for change, communicate vision, mobilize resources, address resistance, implement changes, and monitor progress. It stresses the need to tightly link change management activities to project lifecycles for success.

1. Change Management Overview
Effective Change Management
Jim Naro

2. People Resist Change…
Common Organizational Assumptions
 Organizations are made up of people who perform processes.
 Changes in processes and work activities requires changes in behavior.
 Resistance comes when people have reasons to believe that the future will be
different from their expectations (whether for better or worse)
People will immediately seek resolution of three worries…
1. What will happen to me?
- Worried about security- losing their job, responsibilities, status, respect
2. What is expected of me?
- Worried about not being able to cope, with being “shown up”.
3. What is in it for me?
- Worried about missing an opportunity, of “losing out”.
©2013 The Naro Group 2

3. Change is a Process of Transition
Current Transition Desired
 Characteristics of the transition state
 Low stability
 Perceived high levels of inconsistency in the environment
 High emotional stress
 Uncertainty regarding outcomes
 Uncertainty of being successful in the “new” environment
 High, often undirected energy
 Emphasis on control
 High value placed on past behavior patterns
 Increased conflict
Adverse impact
on individual and
organizational
performance!
©2013 The Naro Group 3

4. Leading Change: The Change Roadmap
The effect on people during the transition causes a drop in performance in
direct contrast to the desired effect
©2013 The Naro Group 4

5. The Four Phase Model:
Identify Appropriate Change Actions
1
Create a shared
perception of the
need for change
2
3
4
6
5
Mobilize
Create and
communicate a
vision for the
new state
resources and
commitment
Monitor progress
and take
corrective actions
Implement
changes and
appropriate
controls
Understand and
address resistance
and conflict
©2013 The Naro Group 5

6. Project and Change Lifecycles
Case for Action
High Level
Design
Detailed
Design
Build and
Test
Implement
Create a shared
perception of
the need to
change
Create and
communicate a
vision
Mobilize
resources and
commitment
Understand and
address
resistance and
conflict
Implement
changes and
appropriate
controls
Monitor
progress and
take corrective
action
 The change lifecycle and the project lifecycle need to be
tightly linked
 Change management activities start with project launch and
run through implementation and control
 If the two become separated or out-of-phase, the success of
the project and its associated benefits are at risk
©2013 The Naro Group 6

7. Need help assessing your sales force’s readiness for change?
Contact:
Jim Naro
President
The Naro Group
Business Partner, CustomerCentric Selling®
Tel: 603.881.7712
jnaro@thenarogroup.com
www.TheNaroGroup.com
http://www.linkedin.com/in/thenarogroup/
©2013 The Naro Group 7