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Managing Organizational Change Effectively

Managing Organizational Change Effectively. Instructor: Jean Crossman-Miranda mirandaj@infopeople.org An Infopeople Workshop Winter 2004-2005. This Workshop Is Brought to You By the Infopeople Project.

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Managing Organizational Change Effectively

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  1. Managing Organizational Change Effectively Instructor: Jean Crossman-Miranda mirandaj@infopeople.org An Infopeople Workshop Winter 2004-2005

  2. This Workshop Is Brought to You By the Infopeople Project Infopeople is a federally-funded grant project supported by the California State Library. It provides a wide variety of training to California libraries. Infopeople workshops are offered around the state and are open registration on a first-come, first-served basis. For a complete list of workshops, and for other information about the Project, go to the Infopeople Web site at infopeople.org.

  3. Introductions • Name • Library • Position • What do you find Challenging about Change? What do you find Exhilarating about it?

  4. Workshop Overview • Response to personal change • Challenges and opportunities of organizational change • A team approach to handling change • Applying Change Management Strategies

  5. Huge, catastrophic Predictable Positive Productive A small modification to your life Taken in stride, managed Small, incremental Unpredictable Negative Unproductive A devastating collapse of your world Continuously stressful Change Can Be….

  6. Pro-Change Or Change-Avoidant Which are you: • In your personal life? • In your working life?

  7. Personal vision Flexible approach Being organized Problem solving Self-assurance Interpersonal competence Being socially connected Being proactive Resilience To Change

  8. Four Stages Of Change • Denial • Resistance • Consideration/Exploration • Acceptance

  9. Managing The Stages Of Change Denial Commitment Resistance Exploration

  10. Handling Resistance To Change • Before you can get your employees to stop resisting the inevitable, you have to accept it yourself • Acknowledge level of discomfort with change • Identify the factors that drive the change, and how people react to them • Support employees to begin to think about certain aspects of the change in a positive light

  11. Change Management • Why does change fail? • What makes it succeed? • What makes it stick?

  12. What Makes Change Fail? • Rigidity is a major barrier in: • organizational infrastructure • management • employees • policies and procedures • workplace culture

  13. Building a Foundation For Change • Define your current situation and the desired results – your Change Vision • What are the Key Behaviors necessary to achieve your Vision? • Where are the gaps between current and desired Behaviors? • Link key behaviors to your values & beliefs – your Organizational Culture

  14. Initiating Change • Establish a sense of urgency • Create the change team • Ask “How,” “What” and “Why” questions • Develop a strategy for change

  15. Implementing Change • Communicate the change vision • Empower employees to take action • Generate short-term wins

  16. Making Change Stick • Support the ongoing change effort • Consolidate and celebrate gains • Anchor changes in the organizational culture

  17. Effective Communication During Change • Explain the purpose • Paint a picture • Lay out a plan • Provide a part

  18. Key Elements In A Communication Strategy • Right People - critical people/groups that need to be communicated to • Right Message - what are the questions and concerns? the most critical messages? • Right Time to communicate

  19. Change Causes Transition ENDING BEGINNING MIDDLE

  20. Endings • Help people let go • Deal with reactions and overreactions: what’s lost, what’s gained? • Expect and accept signs of loss • Provide clear expectations: what’s over, what’s not • Mark the endings

  21. The “Middles” • Expect anxiety and confusion • Strengthen team connection • Use the middles to be creative • Create temporary systems • “Normalize” this time in the middle

  22. Beginnings • Clarify and communicate the purpose of change • Create a Vision and change plan - together • Paint a picture of new roles and relationships • Launch and reinforce a new beginning

  23. Developing A Hardy Response To Change • Stay involved and committed • See change as a challenge and an opportunity • Focus on things you can control • Ask for help and support – work for a sense of connection to others

  24. Thank You!!

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