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Change Management. Dale McDaniel Project Management 590. Learning Outcomes. At the end of this unit you should be able to: Identify external and internal forces of change. Explain why employees resist change.
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Change Management Dale McDaniel Project Management 590
Learning Outcomes At the end of this unit you should be able to: • Identify external and internal forces of change. • Explain why employees resist change. • Identify ways that organizations can overcome resistance to change, and minimize negative effects. Activities After completing this unit, read Case 15-A, Technology Drives Change, at the end of Chapter 15. Post your responses to the prompts for this week’s discussion.
Surviving Instability Change: An alteration of an organization’s environment, structure, technology, or people. • Change impacts all people in all organizations • Business • Government • Education • Military • Not-for-profit organizations • Religious groups Quick Thought: Think of a time in your organization when a significant change was implemented.
Forces of Change • Catalysts • Change agent • Person who acts as a catalyst and assumes responsibility for initiating and overseeing the change process. • Organization development • The process of making systematic change in an organization.
People Resist Change ?? • Generally accepted truism. In reality: ? = People resist some?= People resist beingchanges. changed. Reasons • Cling to the past, hanging on to what is familiar. • Maintain personal stability, or need to feel in control. • Retaliation against the organization’s imposed changes. • Well-intentioned belief that the change is wrong for the organization. Quick Thought: For what reasons in the past have you resisted change?
Change Curve Following a change implementation, the ‘V’ impact typically occurs. Blue = Attitude Orange = Productivity New Equilibrium - Higher attitude and higher productivity Change is Implemented Current Equilibrium Upturn - Attitude and Productivity increases Quick Thought: When you have experienced change, how deep was your Valley, and how long did you stay there? Downturn - Decrease in attitude and productivity Valley of Despair - Try to minimize the depth of the Valleyand length of time spent here
Overcoming Resistance to Change • Building trust minimizes threats • Trust takes time to develop. • Trust is easily destroyed. • Maintaining communication reduces resistance • Communicate changes well in advance of implementation. • Involving employees increases buy-in • Solicit employee involvement early in the process. Quick Thought: What other methods can be used to help overcome resistance to change?
Change Diamond4 Ways to Minimize Negative Effects of Change Form groups to discuss changes • Ceremonialize the change: • Helps adapt to upcoming change • Similar to graduations, weddings, and funerals Turn long-term objectives into short-term objectives so that employees can experience success Change Control the rate of change: introduce it early and slowly
What Would You Do? After reading Technology Drives Change, consider how you would manage the change process if you were in Robert Field’s position. • How might the change have been introduced? • How might the Valley of Despair have been reduced in depth and length? • How might the negative impact have been handled?
Conclusion You should now be able to: • Identify external and internal forces of change. • Explain why employees resist change. • Identify ways that organizations can overcome resistance to change, and minimize negative effects.
