WEEK 11 Change Management - Coggle Diagram
WEEK 11 Change Management
what is change mgmt and why it is important?
e.g LMS rolled out, Antonette IZZY homeless app. need to think about different groups of endusers, understand their mixed of feelings, different stages. the more information and understand of these, the better i can manage them to adopte and enhance the acceptance
manage people to learn, perceive, use, accept the new software, bc the endusers are human, if they do not use it, then the project is a failure, waste time, million of money
change targets, change agents, every project has a change mgmt team, but some of them pay little attention or do not leave enough budgets for that
focus on people behaviour and organisational change, after new system has been rolled out, it is not change during the the project
steps to change mgmt
identify the change targets, and access their willingness, readiness and ability to change. e.g some people are tech savvy or no tech background. it is change agents job to gather all the information in order to come up with the solutions. e.g use emails, workshops, one on one training etc.
impact analysis: to understand impact on people about the new change in order to help them adopt it . Questions to think about it: positive of the impact, negative side of the impact, who will be affect, why they will be affect. need to balance the fear and hope.
polarity mapping approach: list all the pros and cons for the old and the new system. it is a trust building process, to enhance the transparency it is also a visualisation way for people to better see and compare the two new systems. e.g improve the efficiency, market trends, competition.
implement change strategy and track progress
develop or adopt the change strategy. there are four strategies
normative-re-education strategy: re-educate as a group. e.g the whole department people as peers will affect other thoughs but has to be careful about group behaviour, try to move the negative voice by using rational-empirical strategy first as negative thoughts can be contagious otherwise it will affect others
power-coercive strategy: if people still do not accept the change then we use power to force them, e.g report to line manager and maybe they could get fired, it is a must do, mandatory. but in some cultures it might does not work so we also try to use incentive plans and reward to lure and motive people
rational-empirical strategy: identify the people who has the problem of adopting the system, have one on one meeting with them, bc negative thoughts can be contagious. so we first move them out from the big coherent and address their concerns separately. could find a champion or form a buddy system to help them and convince them - negotiation strategy
environmental - adoptive strategy: all project use this strategy, parallel using of the old and the new system, give people time to adjust for the new change, slowly moving towards the new system
evaluate experiences and develop lesson learnt
understand resistance to change, it could lead to conflict so think about the negotiation strategy. i will first adopt strategy if it does not work i will come up with plan b, if plan b does not work either i will talk to client i need time to think about it, gives myself a buffer time to rethink about it
tips to change mgmt
keep change teams small
measure and acknowledge progress
it takes time
be prepared to conflict
feelings and emotions change overtime: denial, anger, bargaining, depression, acceptance...