Change Principles
3 simple principles that will help drive successful change.
Business messages are best sent by these people.
Senior leaders
Change Management is
A systematic approach to preparing the organization to adapt to change and realize full benefits of the initiative.
Why behaviors do not change overnight
Change is a process?
The new change process or solution is usually developed by this group.
Project Management
Storytelling is helpful technique in building this block of change.
Desire to enroll in change
Average times someone has to hear or read something before it sinks in
5-7 times
Name the five action plans/templates for developing a change management plan
Communications Plan
Sponsor Roadmap
Coaching Plan
Resistance Plan
Training Plan
This person(s) facilitates the process of turning change operations steps into individual behaviors by orchestrating the interaction of all the roles.
Change Management agent/practitioner?
ADKAR stands for
Awareness, Desire, Knowledge, Ability and Reinforcement
The first two steps in developing a communication plan
identifying the senders and receivers, to determine:
what to send
how to send
when to send
"Do not under estimate the simplicity of doing things the way I always have" - this statement refers to
Resistance and Comfort
The value of using a methodology to manage change
Provides structure and accuracy the people side of change
These people communicate to employees how the change will effect how they do their job today.
Directors / Managers / Leads
Sometimes we can include SMEs with proven experience in similar change
Name the three components to the project change triangle
Leadership/Sponsorship (top)
Project Management (base)
Change Management (base)
The 3 reasons for applying change management concepts to a project.
To increase the probability of success, manage employee resistance, and build change competency
In relation to coaching, this is a powerful influence on behavior.
Constructive and positive feedback
When coaching, a focus is to link these two things together for the employee.
The desired behavior to the desired outcome?
These people learn the change and integrate it into how they do their daily work.
Employees
The three phases of managing change
What is:
Describe stakeholder alignment
Ensure key stakeholders are aligned and understand the change impacts.
The leader who authorizes, legitimizes and owns the change
The Sponsor
The three states of change that an organization/people go through
Current, transition and future/desired
The two reasons people behave the way they do
Motivation and Ability; to introduce change we have to work on these two
The presumptions of change management, name 2
We change for a reason
Organizational change requires individual change
Organizational outcomes are the collective result of individual change
Change management is an enabling framework for managing the people side of change
We apply change management to realize the benefits and desired outcomes of change
In addition to the core roles, you may need additional or what we call "extend" roles to execute your change management plan - Name 2
Internal communication or training specialists
Human resources business partners
Organization development staff
Business analysts
Subject matter experts
Change agent networks
Solution developers
The percent of change initiatives that fail when not using a structured change process
50 to 70 percent - and most of it during the transition phase
why 70% of change programs fail to achieve their goals
Due to employee resistance and lack of management support