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MANAGING CHANGE LEARNING OBJECTIVES

MANAGING CHANGE LEARNING OBJECTIVES. Describe the nature of change Explain the essential components in the change process Understand the leader’s role in the change process Define resistance to change and its function List tactics for dealing with resistance to change. INCREMENTAL Linear

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MANAGING CHANGE LEARNING OBJECTIVES

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  1. MANAGING CHANGELEARNING OBJECTIVES • Describe the nature of change • Explain the essential components in the change process • Understand the leader’s role in the change process • Define resistance to change and its function • List tactics for dealing with resistance to change

  2. INCREMENTAL Linear Continuous Targeted at fixing or modifying problems or procedures TRANSFORMATIVE Radical Discontinuous Multidimensional Multilevel Modifies fundamental structures, systems, orientation, strategies TYPES OF CHANGE

  3. CRITICAL MASS The smallest number of people and/or groups who must be committed to a change for it to occur

  4. LEWIN’S PROCESS OF CHANGE UNFREEZING MOVING REFREEZING

  5. Change is a process, not an event or a managerial edict Technical solution Process

  6. STEPS IN THE CHANGE PROCESS Determining the need for change Forming a guiding coalition Evaluating the change Developing a shared vision Implementing the change Creating a tentative plan Communicating the change Analyzing potential resistance & obtaining participation Establishing an Implementation plan

  7. WHEN IS CHANGE FEASIBLE? C = (D X S X P) > X C = Change D = Dissatisfaction with the status quo S = An identifiable and desired end state P = A practical plan for achieving the desired end state X = The cost of change to the organization

  8. ROLE OF TRANSFORMATIONAL LEADERS • Envisioning – articulate a clear, credible vision, set standards, generate pride in past accomplishments and enthusiasm • Energizing – demonstrate excitement, model behaviors, communicate early successes to mobilize energy • Enabling – provide necessary resources and reward new behaviors, build top-man-agement team and processes to support change

  9. RESISTANCE TO CHANGE • A natural reaction to change • Part of the adaptation process • Something else to manage • Understand the source • Listen carefully to concerns • Refrain from seeing resisters as adversaries • Use the appropriate tactic in response

  10. SOURCES OF RESISTANCE • Inadequate change goals • Inadequate change processes • Personal resistance • Political resistance • Systemic resistance

  11. TACTICS FOR DEALING WITH RESISTANCE • Empathy • Education and communication • Participation and involvement • Facilitation and support • Co-optation • Negotiation and agreement • Manipulation • Coercion Commitment Compliance

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