Concepts and Techniques in Change Management.pptx
- 1. IMPLEMENTING AND COMMUNICATINGTHE CHANGE MANAGEMENT MGT565 CHANGE CRISIS MANAGEMENT IN PERSPECTIVE
- 2. Implementing Organizational Change Organizational Change can be categorized by its: • Degree of difficulty: How difficult the change will be to implement within your organization, including how much effort it requires, how easy it'll be to modify existing practices, how simple it is to understand, and how much of your organization will be involved • Nature of the upgrade: The type of upgrade needed to repair your organization’s broken components or pursue new opportunities
- 3. Implementing Organizational Change Organizational change's magnitude can be measured by using a spectrum from adaptive to transformational change. • Adaptive changes are small, incremental, and occur gradually over an extended period. • Transformational changes have a much larger impact and typically occur dramatically and suddenly rather than incrementally.
- 4. 6 steps to Implement Organizational Change • Conceptualize: Distill your organization’s complex issues into a clear picture of root causes and potential solutions. • Hear: Gather perspectives from different team members to learn what you do and don't understand. • Agenda: Craft a plan based on the issues you identify and perspectives you gather that establish the direction your organization should go and how to get there.
- 5. 6 steps to Implement Organizational Change • Nexus: Identify the features within each component of your organization’s architecture that will drive change. • Guide and govern: Use yourself to implement change within your organization. • Engage and execute: Encourage others to participate in change implementation.
- 6. 4 tips for communicating change to the team • Share a vision: Confirm your team knows how the change benefits them and the company. • Tell a story: Get creative in how you communicate the change.Whether portraying it as a heroic tale or using graphics to convey its benefits, telling a story can help get employees on board.
- 7. 4 tips for communicating change to the team • Make your team the heroes: Verify that others understand their role in the change so they feel like heroes rather than victims of it. • Chart the path: Organizational change can be difficult, making it critical to ensure your team knows how it helps them and the organization over the long term.
- 8. Creating a Change Communication Plan Step 1:Assess the Situation, People, Channels, and Needs • Know your employee audience and who will be most affected • Understand what’s changing and why and document the case for change • Define the vision for the future and how it aligns with the business plan • Identify the “pain points” that the change plan addresses • Identify communications channels needed to reach the audiences
- 9. Creating a Change Communication Plan Step 2: Create the Change Communications Plan • Objectives based on the business goals (what success looks like) • Desired behaviors for employees • Key messages • Communication strategies and tactics • Editorial calendar • Formal and informal two-way feedback channels • Cadence of measurement • Input and ongoing feedback • Action plan
- 10. Creating a Change Communication Plan Step 3: Prepare Key People forTheir Critical Influencer Role • Official and Unofficial Leaders are the Drivers of Change • Evaluate the communication capabilities of leaders • Assemble a network of change agents, including peer influencers • Create tools to help them deliver critical messages • Brief them on the tools and provide more training if needed • Identify feedback channels and reinforce response expectations – Responding promptly
- 11. Creating a Change Communication Plan Step 4: Execute the Communications Plan • Be consistent and purposeful about messaging • Keep leaders at the forefront • Communicate often with a focus on what employees want to know • Listen carefully and respond consistently • Celebrate work done in the previous system and highlight successes • Plan for recognition and ongoing engagement • Remember that it takes time and consistent reinforcement to achieve lasting change
- 12. Creating a Change Communication Plan Step 5: Evaluate What to Stop, Start, and Continue • Communication metrics • How are employees handling the change? • What is getting in the way? • Is the change happening? • Lessons learned
- 13. In Conclusion Change management communication is essential to building awareness and support for organizational change. Built on key information about what is changing and why and who is most impacted, it helps stakeholders understand what to expect, what their role is in the change, and how they can help the organization be successful.