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HOW TO SUCCESSFULLY MANAGE CHANGE

HOW TO SUCCESSFULLY MANAGE CHANGE. OSU/OKC November 18, 2008. What is Change Management?. A systematic approach to dealing with change, from the perspective of both the organization and the individual. Change management has at least three different components: adapting to change

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HOW TO SUCCESSFULLY MANAGE CHANGE

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  1. HOW TO SUCCESSFULLYMANAGE CHANGE OSU/OKC November 18, 2008

  2. What is Change Management? A systematic approach to dealing with change, from the perspective of both the organization and the individual. Change management has at least three different components: • adapting to change • controlling change • effecting change

  3. Bill Gates said “In three years, every product my company makes will be obsolete. The only question is whether we’ll make them obsolete or somebody else will.”

  4. Statistics About Change • 15% achieve their objectives • 20% fail to achieve all objectives but determined to be satisfactory • 65% have unsatisfactory results Most significant change fails to meet the expectations and targets of management. Top management is frequently unreasonable in its expectations

  5. Why Change Fails The #1 reason change fails is FEAR

  6. How to Succeed at Change The #1 thing to remember to make change succeed is: COMMUNICATION

  7. Reasons People Resist Change • Self Interest-they believe they will lose something of value • Misunderstanding and lack of trust-they do not understand why this is happening • Different assessments-they see different costs/benefits • Low tolerance of change-they fear they do not have the relevant skills

  8. We do not agree on the problem-individuals do not see the need for change the same way • We do not agree on the direction of the solution-individuals see different solutions • We do not agree the proposed change solves the problem-disagreement on whether the proposed change will solve the problem

  9. The proposed change might work but will create other problems • There are huge obstacles to implementing the change • Unverbalized fear

  10. What Organizations Didn’t Do That Caused the Change to Fail • Were not clear about the reasons for the change and the overall objectives • Failed to move from talking to action quickly enough • Leaders not prepared to change management style required to manage the change • Organization had too many “goals” at one time

  11. The organization is not prepared • Little regard to the overall business and did not plan for the “trickle down effect” • Leaders set the direction for the change and then left it to less motivated people to implement • Made it a “surprise” • Didn’t do enough to resolve uncertainty • Insensitive to employees feelings

  12. How to Reduce Resistance to Change • Communication-clear two-way approach with all staff • Start with a good idea-have a good, well-thought out concept • Obtain staff commitment-involve staff in both the ideas and implementation stage • Provide sufficient resources-people, time, money, skills, etc. • Have a plan-look ahead and allow flexibility

  13. Take into account the needs/attitudes/beliefs of the staff • Be aware of WIIFM—What’s in it for me? • Provide clear and specific information on the change • Educate and communicate • Participation and Involvement • Negotiation and Agreement • Manipulation and Co-optation • Explicit and Implicit Coercion

  14. View change as an opportunity, not a threat • Treat your staff like your customers • Involve others in the decision making process • Say it once, say it twice, say it again • Validate the feeling of employees • Anticipate tomorrow • Let go of the past • Train the staff • Be a behavior model

  15. What Leadership Must Do • Believe the change is necessary • Be pro-active • Convince people undergoing the change that the change is necessary • Tell staff how the change will affect them as individuals • Tell them early, tell them often • Be honest • Utilize management processes and skills

  16. Conclusion The four main steps to successfully implement change: • Propose the change • Summarize the impact of the change • Make a decision • Implement the change AGAIN, THE KEY IS COMMUNICATION

  17. References Brownell, Eileen http://www.shoh.org Dwyer, Kevin Palmer, Jonathan http://www.projectsmart.co.uk Haughey, Duncan Palmer, Jonathan http://www.projectsmart.co.uk Maisey, Paul http://www.leadershiptipsandtrauma.com Okoro, Samuel http://www.projectsmart.co.uk Palmer, Jonathan http://www.projectsmart.co.uk

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