HOW TO SUCCESSFULLY MANAGE CHANGE

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HOW TO SUCCESSFULLYMANAGE CHANGE

• OSU/OKC
• November 18, 2008

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What is Change Management?

• A systematic approach to dealing with change,
  from the perspective of both the organization and
  the individual. Change management has at least
  three different components
• adapting to change
• controlling change
• effecting change

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• Bill Gates said In three years, every product my
  company makes will be obsolete. The only
  question is whether well make them obsolete or
  somebody else will.

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Statistics About Change

• 15 achieve their objectives
• 20 fail to achieve all objectives but
• determined to be satisfactory
• 65 have unsatisfactory results
• Most significant change fails to meet the
  expectations and targets of management.
• Top management is frequently unreasonable in its
  expectations

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Why Change Fails

• The 1 reason change fails is
• FEAR

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How to Succeed at Change

• The 1 thing to remember to make change succeed
  is
• COMMUNICATION

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Reasons People Resist Change

• Self Interest-they believe they will lose
  something of value
• Misunderstanding and lack of trust-they do not
  understand why this is happening
• Different assessments-they see different
  costs/benefits
• Low tolerance of change-they fear they do not
  have the relevant skills

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• We do not agree on the problem-individuals do not
  see the need for change the same way
• We do not agree on the direction of the
  solution-individuals see different solutions
• We do not agree the proposed change solves the
  problem-disagreement on whether the proposed
  change will solve the problem

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• The proposed change might work but will create
  other problems
• There are huge obstacles to implementing the
  change
• Unverbalized fear

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What Organizations Didnt Do That Caused the
Change to Fail

• Were not clear about the reasons for the change
  and the overall objectives
• Failed to move from talking to action quickly
  enough
• Leaders not prepared to change management style
  required to manage the change
• Organization had too many goals at one time

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• The organization is not prepared
• Little regard to the overall business and did not
  plan for the trickle down effect
• Leaders set the direction for the change and then
  left it to less motivated people to implement
• Made it a surprise
• Didnt do enough to resolve uncertainty
• Insensitive to employees feelings

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How to Reduce Resistance to Change

• Communication-clear two-way approach with all
  staff
• Start with a good idea-have a good, well-thought
  out concept
• Obtain staff commitment-involve staff in both the
  ideas and implementation stage
• Provide sufficient resources-people, time, money,
  skills, etc.
• Have a plan-look ahead and allow flexibility

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• Take into account the needs/attitudes/beliefs of
  the staff
• Be aware of WIIFMWhats in it for me?
• Provide clear and specific information on the
  change
• Educate and communicate
• Participation and Involvement
• Negotiation and Agreement
• Manipulation and Co-optation
• Explicit and Implicit Coercion

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• View change as an opportunity, not a threat
• Treat your staff like your customers
• Involve others in the decision making process
• Say it once, say it twice, say it again
• Validate the feeling of employees
• Anticipate tomorrow
• Let go of the past
• Train the staff
• Be a behavior model

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What Leadership Must Do

• Believe the change is necessary
• Be pro-active
• Convince people undergoing the change that the
  change is necessary
• Tell staff how the change will affect them as
  individuals
• Tell them early, tell them often
• Be honest
• Utilize management processes and skills

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Conclusion

• The four main steps to successfully implement
  change
• Propose the change
• Summarize the impact of the change
• Make a decision
• Implement the change
• AGAIN, THE KEY IS COMMUNICATION

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References

• Brownell, Eileen http//www.shoh.org
• Dwyer, Kevin Palmer, Jonathan http//www.projectsm
  art.co.uk
• Haughey, Duncan Palmer, Jonathan
  http//www.projectsmart.co.uk
• Maisey, Paul http//www.leadershiptipsandtrauma.co
  m
• Okoro, Samuel http//www.projectsmart.co.uk
• Palmer, Jonathan http//www.projectsmart.co.uk