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Gerry GiffinHelping
Organizations Manage Change
Change Management SkillsChange Management Skills
Change Management Skills Workshop 2July 13, 2006 Gerry Giffin
Helping Organizations
Manage Change
AgendaAgenda
Overview
Stakeholder Analysis
Strategies
Integrated Planning
Questions?
Change Management Skills Workshop 3July 13, 2006 Gerry Giffin
Helping Organizations
Manage Change
OverviewOverview
Change Management Skills Workshop 4July 13, 2006 Gerry Giffin
Helping Organizations
Manage Change
What is Change Management?What is Change Management?
From Wikipedia.org
Organizational change management is the process of developing a planned approach to change in an organization.
Typically the objective is to maximize the collective benefits for all people involved in the change and minimize the risk of failure of implementing the change. The discipline of change management deals primarily with the human aspect of change, and is therefore related to pure and industrial psychology.
Change Management Skills Workshop 5July 13, 2006 Gerry Giffin
Helping Organizations
Manage Change
Bridges Transition ModelBridges Transition Model
From Dr. William Bridges, Ph.D., Transition — The Personal Path Through Change :
Phase 1: Endings: Every transition begins with an ending, a loss. When things change, people leave behind the way things were — and the way they were in the previous situation. They may be left searching for a new way to define themselves.
Phase 2: The Neutral Zone The neutral zone is a confusing in-between state, when people are no longer who and where they were, but are not yet who and where they're going to be. Although the neutral zone can be distressing, it also provides many opportunities for creative transformation.
Phase 3: New Beginnings A new beginning can only happen after people have let go of the past and spent some time in the neutral zone. In this phase, people accept the reality of the change and start to identify with their new situation.
Change Management Skills Workshop 6July 13, 2006 Gerry Giffin
Helping Organizations
Manage Change
FUDFUD
F EARF EAR
U NCERTAINTYU NCERTAINTY
D OUBTD OUBT
Change Management Skills Workshop 7July 13, 2006 Gerry Giffin
Helping Organizations
Manage Change
FUD – The ConsequencesFUD – The Consequences
The most talented and marketable resources will opt for more certain employment (with someone else)
Turnover will be higher
It will be difficult to attract new talent to the organization
Personal productivity will be impacted
Business as usual and transition work will get mixed up – loss of focus on both
Lines of authority and job responsibilities will become blurred
Communications will become reactive – countering misinformation
The outside world will know about the FUD
Change Management Skills Workshop 8July 13, 2006 Gerry Giffin
Helping Organizations
Manage Change
FUD – The StrategyFUD – The Strategy
Acknowledge that not everything is known or decided
If you don’t have the answer to the question, know how and when you will
Know how everyone will be involved in the process of creating certainty
Have a solid plan and demonstrate that you are following it to build confidence
Counter balance FUD with visible competent leadership
Change Management Skills Workshop 9July 13, 2006 Gerry Giffin
Helping Organizations
Manage Change
The Planning ProcessThe Planning Process
1. Stakeholder Analysis
2. Develop Strategies Staffing Strategy Communications Strategy Change Management Strategy
3. Develop Integrated Project Plan
4. Execute
Change Management Skills Workshop 10July 13, 2006 Gerry Giffin
Helping Organizations
Manage Change
Stakeholder AnalysisStakeholder Analysis
Change Management Skills Workshop 11July 13, 2006 Gerry Giffin
Helping Organizations
Manage Change
Stakeholder Analysis ProcessStakeholder Analysis Process
1. Identify StakeholdersIdentify Stakeholders
2.2. Analyze Needs and WantsAnalyze Needs and Wants
3.3. Identify Barriers to ChangeIdentify Barriers to Change
4.4. Best Means for CommunicationBest Means for Communication
5.5. Ideas for Participation and Leveraging Ideas for Participation and Leveraging their Skills and Knowledgetheir Skills and Knowledge
Change Management Skills Workshop 12July 13, 2006 Gerry Giffin
Helping Organizations
Manage Change
Use a Simple TableUse a Simple Table
Stakeholder
Needs and Wants
Barriers to Change
Best Means
Ideas for Participation
Change Management Skills Workshop 13July 13, 2006 Gerry Giffin
Helping Organizations
Manage Change
Who are the Stakeholders?Who are the Stakeholders?
Executive Management
Management
Employees
Customers
Shareholders
Distributors
Retailers
Change Management Skills Workshop 14July 13, 2006 Gerry Giffin
Helping Organizations
Manage Change
– – Stakeholder AnalysisStakeholder Analysis
For your assigned Stakeholder group complete the analysis:
1.1. Analyze Needs and WantsAnalyze Needs and Wants
2.2. Identify Barriers to ChangeIdentify Barriers to Change
3.3. Best Means for CommunicationBest Means for Communication
4.4. Ideas for Participation and Leveraging their Ideas for Participation and Leveraging their Skills and KnowledgeSkills and Knowledge
Change Management Skills Workshop 15July 13, 2006 Gerry Giffin
Helping Organizations
Manage Change
StrategiesStrategies
Change Management Skills Workshop 16July 13, 2006 Gerry Giffin
Helping Organizations
Manage Change
Staffing StrategyStaffing Strategy
Are there going to be jobs lost? If so, how many?
How will you decide who gets the jobs in the new organization structure?
Who will decide if I am going to get fired or not?
When and how will I know what is going to happen to me?
If I get to stay will my pay and benefits change?
What happens if I get fired?
How will I know that you are going to treat me fairly?
Who do I go to if I have questions about my employment?
Could my job be moving to another city? If so, will you help me move?
How will you reduce the risk of constructive dismissal and legal challenges?
Change Management Skills Workshop 17July 13, 2006 Gerry Giffin
Helping Organizations
Manage Change
Communications StrategyCommunications Strategy
Why is this happening?
What are the benefits that you hope to achieve?
Where can I go to find out more information about the changes?
What means will you be using to communicate this to all the stakeholders?
What are the key messages that everyone needs to know by heart?
When and how often will you be providing more information?
What role will leaders play in the communications plan?
How will stakeholder feedback be gathered?
How will the effectiveness of your communications be measured?
What protocol will be used with external media?
Change Management Skills Workshop 18July 13, 2006 Gerry Giffin
Helping Organizations
Manage Change
Change Management StrategyChange Management Strategy
How will you come up with the new organization structure?
How are you going to figure out what changes will be made to our business processes?
What resources (financial and human) will be required to do the transition work?
How will I keep day to day operations humming while all this is going on?
What expertise will I need that I don’t have to carry out the transition?
Which systems will we be using to run the organization going forward?
How will you help me to learn the skills I need to do my new job?
Who will be training me?
When will I stop doing my current job and move into my new role?
How can I learn more about the overall changes that are occurring?
Will I get a chance to participate in the development of the new roles and processes?
Change Management Skills Workshop 19July 13, 2006 Gerry Giffin
Helping Organizations
Manage Change
Integrated PlanningIntegrated Planning
Change Management Skills Workshop 20July 13, 2006 Gerry Giffin
Helping Organizations
Manage Change
Integrated PlanningIntegrated Planning
Why integrated planning? Systems facilitate communications
Communications facilitate participation
Participation enhances training
Business processes, systems and job descriptions are intertwined
External stakeholders will notice as soon as the left and right hands are not acting together
Change Management Skills Workshop 21July 13, 2006 Gerry Giffin
Helping Organizations
Manage Change
Achieving Integrated PlanningAchieving Integrated Planning
Have a cross company Executive Steering committee
Have a dedicated Project Team to lead the transition
Provide project management support to management through the dedicated project team
Have HR and Communications as key members of the Executive Steering Committee and the Project Team
Identify milestones and key indicators and report on them regularly
Change Management Skills Workshop 22July 13, 2006 Gerry Giffin
Helping Organizations
Manage Change
Questions?Questions?
Gerry GiffinHelping
Organizations Manage Change
Thank YouThank You