Questions for you:

What is Change management? and

Have your change management efforts worked as well as you wanted?

HERE IS WHAT I BELIEVE CHANGE MANAGEMENT IS

The process, tools and techniques to manage the people-side of change to achieve the required business outcome(s)

Do our good intentions for change management look more like this?

A email memo about the change, from the project team (or maybe, from a senior executive) A bulletin board about the project or the change A website about the project or the change Another email Some quick training

Change management is not:

Managing the technical side of change
Just communicating the plans

WAY FROM GOOD INTENSION TO GOOD RESULTS!

We have to realize that effective change management is more than just a few pieces of communication We have to realize that we (the changers) may be living in the future state, while everyone else (the changes) is living in Effective change management MUST be focused on helping individuals change Individual change is a process We need to select and use the tools available to us We need the right people involved and engaged in the right ways Begin with end in mind. Measure the right things for this change, at the organizational level and the individual level

Successful change addresses both the technical and the people side
Project management
Three Phases of Change: How people experience change :

Current state

Transition state

Future state

Solution is designed, developed and delivered effectively (Technical side) + Solution is embraced, adopted and utilized effectively (People side) = CHANGE SUCCESS

Change management

Individual PEOPLE change, NOT organizations

Effective change management requires two perspectives

Individual perspective

How does one person makes a change successfully?

Organizational perspective What tools we** have to help individuals make changes successfully?

** we means project leaders and team members, HR, OD, training, communications, managers, supervisors

The focus of Change management is on helping individuals make their own personal transition
Organizational The change to how we do business

Current

Transition

Future

Individual From: How I do my job today How I will do my job after the change is implemented

Current

Transition

Future

Current

Transition

Future

To:

Current

Transition

Future

The five building blocks of successful individual change

Awareness Desire Knowledge Ability Reinforcement
of the need for change to participate and support the change on how to change to implement required skills and behaviors to sustain the change

AFFECTS OUR CONFIDENCE

MAKES US EMOTIONALLY VULNERABLE

EFFECTS OF CHANGE

THREATENS OUR SECURITY

CREATES STRESS AND ILLNESS

SIGNIFICANCE OF CHANGE
Economic: Surviving a Recessionary Cycle. Global Trade Challenges. Challenge of Productivity Improvement. Technology: Computerization & Automation. Environment: Community Concerns; etc.

Demographics: Work-related attitudes; Ethnic diversity.

SIGNIFICANCE OF CHANGE
Socio Cultural:

Increasing number of women in the workforce. Shift toward knowledge workers Educational attainment of workers. More part-time, contract, and contingent workers. Dress code, corporate culture.

BARRIERS TO CHANGE
Disrupting status quo may be met with resistance by both employees and managers.

Costs and reallocation of resources.

Employees will resist change unless they: Perceive need to change. See benefits from change. Risk and uncertainty; no guarantee of improvements.

Poor coordination and communication can undermine change initiatives.

REMEDIAL MEASURES FOR CHANGE

Promote and implement change so it provides benefits to those impacted. Involve employees in change process to increase their commitment to change. Open, two-way communication: Early, before change decisions are made. Dispel rumors. Increase trust & acceptance of change by keeping employees informed and asking for input.