Please enable JavaScript.
Coggle requires JavaScript to display documents.
overview of change management (helping people to accept change…
overview of change management
the process that ensures a business responds to the environment in which it operates
broad types of change
incremental change
lots of small changes as a business operates and develops
radical change
major alteration in the business
high risk but maybe essential
not easy
four elements of change/what brings about the change process
unsatisfactory current position or strategies
essential to develop a vision for a better alternative
necesity to develop strategies to implement change
there will be resistance to change
lewins force field model = depicts the driving forces of change opposite the restraining forces
where there is an equilibrium between the two sets of forces there will be no change
therefore the only way that change can be successful is if the driving forces exceed the restraining forces
why
parochial self interest
misunderstanding
low tolerance of change-sense of insecurity
different assessments of the situation-disagreements over adv & dis
forces for change
internal
need to increase profits
inefficiency
lack of competitiveness
to change culture
high staff turnover
external
customer demand
new competition
changes in costs
legislation
technological change
why staff might welcome change
opportunities for personal development and change
provides new challenges
reduces boredom of work
opportunity to participate and shape the outcome
The Role of the leader(change agent)
create a clear vision
what is involved
what is the proposed change
why the org must do it
what will the major effects be
how the process will be managed
align organization to delivery strategy
embody the change
how newcomers can help drive change
new CEO
brings in fresh perspective
not bound by constraints of the past
new functional management
new ideas and expertise
can breakdown cultural resistance
Consultants
specialists in facilitating change
symbolic - can ask tough questions
helping people to accept change
demonstrate momentum
consider how they will be affected
involve them in the change process
consult & inform frequently
be firm but flexible
monitor the change
reason why change can fail
employees do not understand the purpose or even the need for change
lack of planning and preparation
poor communication
lack of the necessary skills to adapt to the change
lack of necessary resources
inadequate rewards