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Change Theories

Change Theories. ITU Leadership Retreat Joy R. Hughes October 15, 2008. Daryl Conner. Three Change Point Factors. Employee’s stock of change points - different for different employees, but can be increased through coaching and reframing. Three Change Point Factors.

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Change Theories

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  1. Change Theories ITU Leadership Retreat Joy R. Hughes October 15, 2008

  2. Daryl Conner

  3. Three Change Point Factors Employee’s stock of change points - different for different employees, but can be increased through coaching and reframing

  4. Three Change Point Factors Change points required by the project - Different for different projects, but number required can be decreased by staff involvement in vision and planning, by staging for small victories, and by frequent rewards

  5. Three Change Point Factors Change points that are needed multiply based on the number of changes facing the employee - Can be decreased by staging multiple projects and large complex projects

  6. Six Top Reasons People Resist Change 1-3 • Current level of stress: When people are already busy and under stress, the additional pressure of a change may become too much for them to assimilate. • Inadequate rewards for accomplishing change: For people to be motivated to change, a reward must be provided in the form of something they truly value. • Low involvement for planning the change: People support what they have helped create. If people do not believe they have had a significant degree of input into planning of a change, resistance usually increases.

  7. Six Top Reasons People Resist Change 4-6 • High tangible, intellectual, or emotional costs of change: People resist changes that appear to be too costly relative to what they will gain. • Lack of consideration for daily work patterns: Failing to acknowledge the impact a change may have on people’s work patterns tends to promote distrust and alienation. • Unclear communication during change: Even if a change affects only one other person, communication can be easily distorted.

  8. Black and Gregersen

  9. Three Key Steps • Make sure people understand the destination • Give them the skills, resources, and tools they will need to reach the destination (to do the new “right thing” well) • Deliver valuable rewards to them along the way

  10. Noel Tichy’s 3 Systems of Any Organization • Technical: How work is organized, what services are delivered and how and where, and how work gets done • Political: How resources are allocated and where, who gets rewarded and on what basis • Cultural: Norms and values, how the culture is transmitted, the degree of cultural cohesiveness

  11. Successful Change • Once it is decided to change one system (technical, political, or cultural), plans are made to change the other two systems as well. • Throughout the change process, including post-implementation, the TPC systems are assessed and brought back into alignment.

  12. Next Steps to Learn More Discussion Groups - sign up for just one, then - make a commitment to: read & reflect on the article attend the discussion group participate in the discussion

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