Implementing Change.pdf
- 1. Implementing Change DHR 724 – CHANGE MANAGEMENT AND TRANSFORMATIONAL LEADERSHIP
- 2. CONTENTS Implementation of Change Developing an Implementation Plan Gaining Support and Involvement of Key People Developing Enabling Organizational Structures Celebrating Milestones IMPLEMENTING CHANGE 2
- 3. Hello! GINA A. FONTANILLA, P-I EdD-EML Student 3 IMPLEMENTING CHANGE ERNIE C. CERADO, PhD Course Facilitator
- 4. Objectives: ▹ 1. discuss the steps in implementing change in an organization; ▹ 2. identify the steps how to create/develop an implementation plan; ▹ 3. determine the steps to be followed in involving employees to make a change; ▹ 4. discuss the techniques how to develop enabling organizational structure 4
- 5. “ “Your life does not get better by chance; it gets better by CHANGE.” -Jim Rohn 5
- 6. Implemention of Change in an Organization 6 STEPS 1. Prepare for Change 4. Create the Climate 2. Explain the Change 5. Build a Plan 3. Acknowledge the Loss 6. Launch and Sustain 1 6
- 7. 1. Prepare for Change *Leaders collect information, analyze the strengths and vulnerabilities 2. Explain the Change *Leaders engage others in conversation and clarify the long-term value of making the change STEPS 3. Acknowledge the Loss • great change leaders know that the people affected by the change will sti 4. Create the Climate *successful leader identifies these key influencers who are supportive of the change 7
- 8. 5. Build a Plan *No aspect of the implementation is left to chance. The leader defines who, what, where, and when each step of the change will take place. STEPS 6. Launch and Sustain • a leader must make constant adjustments and ongoing improvements. • -a leader must make constant adjustments and ongoing improvements. 8
- 9. 1. Improving collaboration or cooperation within the business 2. Improving employee productivity 3. Improving the efficiency of work processes Benefits of Change Implemen tatation 4. Adapting or responding to changes more efficiently 5. Providing a path to achieve specific business objectives 9
- 10. ▹ By Indeed Editorial Team ▹ Updated September 9, 2022 | Published January 5, 2021 8 Steps For Implementing Change in Your Organization By Indeed Editorial Team Updated September 9, 2022 | Published January 5, 2021 10
- 11. 8 STEPS 1. Identify the change and perform an impact assessment *necessary change that aligns with objectives of the organization *impact assessment to evaluate how change will affect the organization. 2. Develop a plan *insights to determine how to implement changes. *plan that sets direction for the organization *plan to support employees in the transition. *mentorship programs, cross-training plans, and open-door policies. 3. Communicate the change to employees *outline main messages. *identify audience and determine who or what medium will best deliver this information. 11
- 12. 8 STEPS 4. Provide reasons for the change *demonstrate the necessity of the change *present data that supports decision *employees who understand why the change is happening will be motivated to actively participate in the change 5. Seek employee feedback * Allow employees to provide feedback * Encourage employees to voice their concerns 6. Launch the change * Create a timeline 12
- 13. 8 STEPS 7. Monitor the change * Monitor the process to ensure all employees follow proper implementation procedures 8. Evaluate the change * Assess the results based on the established guidelines for measuring success 13
- 14. TIPS FOR EFFECTING CHANGE IMPLEMENTATION 1. Create a culture of change 2. Communicate changes to management first 3. Recognize the impact of changes 4. Maintain Open Communication 5. Celebrate Success 14
- 15. IMPLEMENTATION PLAN What is an implementation plan? What is the purpose of an implementation of plan? How to develop an implementation plan? What to include in an implementation plan? 2
- 16. Implemen -tation Plan Also known as a strategic plan Step-by-step guide for how the goals will be achieved Combines strategy, process, and action PURPOSE: To ensure that the team can answer the WHO, WHAT, WHEN, HOW and WHY of a project 16
- 17. A picture is worth a thousand words A complex idea can be conveyed with just a single still image, namely making it possible to absorb large amounts of data quickly. 17
- 19. Our process is easy STEPS: 1. Define goals >What you hope to accomplish Tips: a. Ask questions b. Brainstorm risk scenarios 3. Map out risks >map out all potential risks Tips: a. Be flexible and proactive 2. Conduct Research >Such as interviews, surveys, focus groups or observations >should come from key experts Tips: a. Collaborate using shared tools 19
- 20. Our process is easy STEPS: 4. Schedule milestones >What you hope to accomplish Tips: a. Ask questions b. Brainstorm risk scenarios 6. Allocate resources > Best way to reduce risk -money, personnel, software, equipment, other physical or technical materials Tips: Ask: >What is the project’s priority level? >Who is available to work on this project? >What budget or tools are available? >What additional resources do we need? >Who needs to improve the resource allocation plan? 5. Assign responsibilitie s and tasks >list of responsibilitie with assigned team members Tips: a. Communication is key b. Track responsibilities in a shared tool 20
- 21. What to include in an implementati on plan? 1. Objectives >outline your project objectives >set your goals 2. Scope statement >outline the boundaries >broadly define goals, deadlines, and project outcomes 3. Outline of deliverables >serve as a resource when managing time frames, delegating tasks, and allocating resources 21
- 22. What to include in an implementati on plan? 4. Task due dates >it’s important to clarify expected due dates 5. Risk Assessment >identify risks 6. Team member roles and responsibilities >assign roles and responsibilities to team members-can hold everyone accountable 22
- 23. Benefits of having an implementa- tion plan ▹ Improved communication between team members and key stakeholders ▹ Better organization and management of resources ▹ Increased accountability for everyone involved in the project ▹ More structured project timeline and daily workflow ▹ Easier collaboration between team members A well-planned project leads to a successful project. 23
- 24. Employee Involvement in Effective Change Management STEPS: 1. Create a plan for involving as many people as possible, as early as possible 2. Involve all stakeholders, process owners, and employees who will feel the impact of the changes, as much as possible, in the learning, planning, decisions, and implementation of the change 3
- 25. Employee Involvement in Effective Change Management STEPS: 3. Leave no employees behind 4. Involve each employee in meaningful decisions about their work unit and their work 5. Build measurement systems into the change process that tell people when they are succeeding or failing 3
- 26. • Developing an organizational structure involves defining the framework around which your business operates. • A clearly established structure helps employees resolve disputes and work together to achieve strategic goals. Tara Duggan, 2019 Developing Enabling Organizational Structures 26
- 27. 1. Outline your Governance Plan *type of governance, roles, steering committee, leader, board of directors 3. Distribute the Work *task forces and action committees 2. Establish Rules for Operations *formal and informal groups operation, document SOP 27 4. Allow for Changes Over Time 5. Make communication easy among Divisions *evolve organizational structure over time
- 29. Celebrating Milestones 29 Celebrate Successes and Reinforce the Change HINTS to create Successful Celebrations: 1. Organize ways to recognize groups and individuals 2. Make it public 3. Use normal meetings as an avenue for recognition of achievement 4. Ensure key sponsors and stakeholders are aware of these achievement 5. Involve managers in the chain of command to award these recognitions 6. Provide supervisors with ways to recognize their employees
- 30. Celebrating Milestones 30 THE IMPORTANCE OF CELEBRATING SMALL STEPS DURING CHANGE Successful organizational change = recognize the importance of celebrating small steps during change
- 31. Celebrating Milestones 31 ADVANTAGES OF CELEBRATING SMALL STEPS DURING CHANGE 1. Increase faith 2. Sway the cynics 3. Recognize 4. Provide feedback
- 33. 33 Radical Change, the Quiet Way by Debra E. Meyerson Change Agent: *Tempered radicals >they work to effect significant changes in moderate ways Form of leadership: >more localized, more diffuse, more modest-yet no less significant
- 34. 34 How Organizations Change? 2 Ways: 1. Drastic action 2. Evolutionary adaptation Drastic action- *change is discontinuous, forced, mandated, happen quickly and often involves significant pain
- 35. 35 How Organizations Change? 2. Evolutionary adaptation *gentle, incremental, decentralized, and over time produces a broad and lasting shift with less upheaval *most effective moral leaders often operate beneath the radar- achieving their reforms without widespread notice
- 36. 36 Tempered radicals are both dedicated to their companies and masters-can prove to be excellent leaders Approaches: 1. Disruptive self expression 2. Verbal Jujitsu 3. Variable-term opportunism 4. Strategic alliance building
- 37. 37 Disruptive Self-Expression Approaches: 1. Disruptive self expression 2. Verbal Jujitsu 3. Variable-term opportunism 4. Strategic alliance building
- 38. 38 1. Disruptive Self-Expression *an individual simply acts in a way that feels personally right but that others notice 2. Verbal Jujitsu *turns an insensitive statement, action, or behaviour back on itself 3. Variable-term opportunism *create and capitalize on short and long-term opportunities for change 4. Strategic alliance – when tempered radicals work with allies, they gain a sense of legitimacy, access to resources and contacts, technical and task assistance, emotional support, and advice-the power to move issues to the forefront more quickly and directly than they might by working alone
- 39. Thank you for listening 39
- 40. 1. https://smallbusiness.chron.com/to-better-efficiency- manager-32797.html 2. https://lsaglobal.com/blog/importance-celebrating- small-steps-during-change/ 3. https://www.prosci.com/blog/how-to-reinforce- change-by-celebrating-successes 4. The Effects of Organizational Change | CMOE 5. https://www.indeed.com/career-advice/career- development/implement-change 6. https://asana.com/resources/implementation-plan 7. https://www.prosci.com/blog/how-to-reinforce- change-by-celebrating-successes REFERENCES