Leading Change September 2018 Learning Objectives

Transcript:Leading Change September 2018 Learning Objectives:
Leading Change September 2018 Learning Objectives In today’s session you will learn: Key reasons for having an organized approach to change management that focuses on the people element of change How people adapt to change, why they resist it, and how to respond to resistance An organized, sequential approach to change management How applying the UMMS Competencies is critical to your role in leading change management The central role communication plays in successful change efforts A checklist to monitor and evaluate your progress Why is Change Management Important? 70% of organizational change initiatives fail. Leading Change Successfully 2nd Edition, Harvard Business Review OnPoint Collection, Feb 1, 2005 Major Change Challenges The most significant challenges when implementing change projects are people-oriented. Changing mindsets and attitudes = 58% Corporate culture = 49% Complexity is underestimated = 35% *Adapted from IBM, “Making Change Work”, page 14. Exercise #1 - Approach to Change Think of an example of when you, as a manager, had to support a significant work change (e.g., process, roles, staffing) Questions: As a manager, what role did you take on to lead the change and help your staff adapt? How was the change communicated? Did you face resistance? If so, why? How did you deal with resistance? What did you learn? What worked/didn’t work? Your thoughts: There Are Two Sides of Change Any transformation will affect both the organization and its people. Change Management activities are directed toward the people dimension of change. Structural Dimension of Change Strategy and Operations Business Processes Technology Organizational Structures People Dimension of Change Communication Training Engagement The Goal of Change Management A comprehensive Change Management strategy prepares and engages affected colleagues and stakeholders for new or modified organizations, processes, policies, and technologies. Proactive change management increases engagement, minimizes organizational disruption and productivity losses, and prepares the organization for long-term, sustainable results. Focus of Change Management - Individual Commitment to Change Level of Commitment Time Awareness: Individuals become aware of the change and a vision of the future is introduced. Understanding: Individuals can explain the impact of the change on themselves and on the organization. Acceptance: Individuals have a positive attitude regarding the change and can ‘see themselves’ in the new state. They begin to feel accountable for making it happen. Adoption: Individuals champion the change, taking accountability and ownership for the success of the transformation. Ownership! Common Reactions to Change Exercise #2 - Reacting