Models and Processes
What does the ADKAR model stand for?
Awareness, Desire, Knowledge, Ability, Reinforcement.
They are motivating factors for change
What is a common error organizations make regarding urgency?
They often skip establishing urgency and go directly to action.
What is the purpose of developing a guiding coalition for change?
To include a balanced number of people who have the perspective and power to lead the change, potentially including resistors for early input and commitment.
What are the stages of a project in project management?
1. Conception and Initiation
2. Planning
3. Executing
4. Monitoring or Controlling
5. Closing.
What is the difference between change and transition?
Change is an observable event, while transition is a psychological process individuals go through to adapt to change.
What are the three phases in the Bridges 'Transitions' model?
1. Endings (denial, anger),
2. Neutral Zone (curiosity, cynicism),
3. New Beginnings (enthusiasm, trust).
What cultural considerations should be taken into account during the change process?
Cultural forces can influence perceptions of urgency and resistance.
What are the three critical pieces for building effective teams?
Engaging the right people, providing opportunities for effective collaboration, and ensuring trust and commitment among team members.
Organizations need to develop a consistent approach to change management that: (3)
1. Builds discipline and capability around change management
2. Is flexible enough to be applied to different types of change situations
3. Provides consistency and makes "managing change" part of the culture
What two things are necessary for people to understand about the change process?
They need to understand the 'what' and 'how' of the change process.
What are the three phases of Lewin's model of change?
1. Unfreezing (creating motivation for change)
2. Changing (providing new information and behaviors)
3. Refreezing (reinforcing desired changes).
What can make establishing urgency more difficult?
People may resist change due to comfort with the current state or fear of loss.
What are the basic types of organizational structures?
Function
Product/Service
Market/Customer
Geography/Location
Hollow, and Matrix.
What are porters 5 forces?
1. threat of new entrants
2. threat of substitutes
3. threat of established rivals
4. power of suppliers
5. power of buyers
What are some external forces for change?
1. Demographic characteristics
2. Technology changes
3. Customer and market changes
4. Social changes/pressures
5. Political changes/pressures
Other external factors
What does the McKinsey 7S Model emphasize?
The alignment of seven dimensions: Strategy, Structure, Systems, Skills, Staffing, Style, and Shared Values.
What are some common reasons change initiatives fail?
• Allowing too much complexity
• Failing to build a substantial coalition
• Not understanding the need for a clear and compelling vision
• Failing to clearly communicate the vision
• Permitting roadblocks against the vision
• Poor planning and failing to achieve (and recognize) short-term wins
• Declaring victory too soon
• Not anchoring changes in corporate culture
What are talent management levers?
Strategies that include:
- staffing/selection
- performance management
- learning/development
to drive organizational change.
What is the purpose of including SWOT elements in the change process?
To help frame the context and clarify the situation. (used during the create urgency step)
What are some internal forces for change?
i. Low job satisfaction and/or engagement
ii. Increased absenteeism and turnover
iii. Low performance, productivity, and/or efficiency
iv. Value changes of organizational members
v. Changing the needs, desires, and preferences of organizational members
What is Kotters 8 step model for change?
1. create a sense of urgency
2. build a guiding coalition
3. create a compelling vision
4. communicate the vision
5. empower people
6. Generate and recognize short-term (and small) wins.
7. Consolidate gains and keep moving—don't let up.
8. make it stick by embedding the change in the culture
i’m What are common danger signs that change is losing momentum?
Delays in implementation, questioning of decisions, declining leader involvement, dissipating urgency, and resource reallocation.
How can organizational culture be managed?
By understanding its elements, measuring cultural sensitivity, and ensuring leaders model desired behaviors.
What is the planning fallacy in project management?
The tendency for people to overestimate how much they can accomplish in a given time frame.
What does VUCA stand for in the context of change?
Volatility, Uncertainty, Complexity, Ambiguity.
*They do not make change easier*