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Change Management

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Change Management Models. Change Management Models Change management is a people focused craft that draws on your communication capabilities and your political savvy to help you guide change through an organization.

Change Management Models

Part of leading change is about having a change process to follow, this good process will help you to engage your stakeholders, build momentum and organizational support to identify and overcome resistance to change. The ‘how’ of transformation. What successful transformations share: McKinsey Global Survey results. When organizational transformations succeed, managers typically pay attention to “people issues,” especially fostering collaboration among leaders and employees and building capabilities.

What successful transformations share: McKinsey Global Survey results

Over years of research and client work, we’ve identified a few tactics that help drive successful transformational change—any large-scale change, such as going from good to great performance, cutting costs, or turning around a crisis. These tactics include setting clear, aspirational targets; creating a clear structure; maintaining energy and involvement throughout the organization; and exercising strong leadership. In this latest survey of executives from around the world, we’ve dug into just how companies apply some of these tactics. We found that a few approaches in each area are most tightly correlated with successful transformations of both short-term performance and long-term corporate effectiveness, or “health.” Building a clear structure collaboratively Engaging employees Accentuate the positive. The irrational side of change management. Most change programs fail, but the odds of success can be greatly improved by taking into account these counterintuitive insights about how employees interpret their environment and choose to act.

The irrational side of change management

In 1996, John Kotter published Leading Change. Considered by many to be the seminal work in the field of change management, Kotter’s research revealed that only 30 percent of change programs succeed. Since the book’s release, literally thousands of books and journal articles have been published on the topic, and courses dedicated to managing change are now part of many major MBA programs. Yet in 2008, a McKinsey survey of 3,199 executives around the world found, as Kotter did, that only one transformation in three succeeds. Other studies over the past ten years reveal remarkably similar results. It also hasn’t helped that most academics and practitioners now agree on the building blocks for influencing employee attitudes and management behavior. Creating a compelling story 1. 2. 3. Quotes about Change - 25 Great Quotes about Change! It’s often said that change is the only constant in life and business.

Quotes about Change - 25 Great Quotes about Change!

But knowing that doesn’t make change any easier. Quotes about change inspire us to approach change in a open way. Quotes about change challenge us to go beyond the status quo. In short, quotes about change help us to change. Over the years I collected over 150 great change quotes. The end of Change Management as we know it.. – Julia Culen. Change management is an outdated concept.

The end of Change Management as we know it.. – Julia Culen

“Change Management” is not the main organizational challenge any more, but mastering complexity, volatility and reality of life as well as emerging patterns and needs of organizations. This is why: – Change Management suggests, that there is anything like “Stability Management”. No, there is nothing but Change Management: it is not the exception but the new normal.

So the concept of Change Management make only sense if there are phases of stability and change: there aren’t (any more). – Many consultants talk about the need of “reinventing” organizations, about the outdatedness of hierarchical structures, budgets planning, HR tools and all the other last century tools. Reorganization without tears. A corporate reorganization doesn’t have to create chaos.

Reorganization without tears

But many do when there is no clear plan for communicating with employees and other stakeholders early, often, and over an extended period. Most executives and their employees dread corporate reorganizations, as we can personally attest. During our combined 35 years of advising companies on organizational matters, we’ve had to duck a punch, watch as a manager snapped our computer screen during an argument, and seen individuals burst into tears.

There are many causes of the fear, paranoia, uncertainty, and distraction that seemingly accompany any major reorganization (or “reorg,” a common shorthand for them in many companies). In our experience, though, one of the biggest and most fundamental mistakes companies make is failing to engage people, or at least forgetting to do so early enough in the process. Employees come first Ivory-tower idealism is little better. So, how to handle this challenge? Frequency Clarity Engagement Design. April's Greatest Hits- The Articles that Wowed Us - Change! Once again, I have scoured and searched the internet for this month’s best articles; and believe me, they will not disappoint!

April's Greatest Hits- The Articles that Wowed Us - Change!

Inside, you can remember why training supports organizational change, learn some valuable lessons from Mac and Cheese, and more! Change Management: 3 Reasons Why Training Supports Organizational Change Fionnuala Courtney gets the ball rolling with this month’s best articles. Are You Ignoring The Elephant In The (Change) Room? - Change! - Change Management News & Tips. Purging the meeting of the Pesky Pachyderm There’s an elephant lurking in our office.

Are You Ignoring The Elephant In The (Change) Room? - Change! - Change Management News & Tips

Some say it’s pink and others claim they’ve seen it parading in the corridor wearing a top-hat. What is certain is that this big grey idea invading our comfort zones is very real. In every company there is that topic that, once mentioned, is followed by an uncomfortable silence. When brought up, your team may even develop a sudden interest in whatever happens to be in their laps at the time in order to avoid making eye contact with one another. Top 11 change management comic strips. Resistance to change Expecting resistance to change and planning for it from the start of your change management progamme will allow you to effectively manage objections.

Top 11 change management comic strips

Understanding the most common reasons people object to change gives you the opportunity to plan your change strategy. Internal communication This cartoon shows the importance of communicating and being prepared for change. Even a “small change” like the cartoon shows can have disastrous consequences if everyone isn’t on the same page. Infographic: Why Employees Resist Change - Catherine's Career CornerCatherine's Career Corner. Save By Catherine Adenle Reasons why employees resist change We all belong to a society steeped in change and the thought of any change could be de-stabilising for some us.

Infographic: Why Employees Resist Change - Catherine's Career CornerCatherine's Career Corner

Changes in the economy and the global business environment have forced organizations to change or overhaul the way they work and do business. So, whether we like it or not, change is here to stay in the workplace. Organizations change, and in most cases, changes filter down from the best judgement of the management team looking to best position the business in order to get best results, operate efficiently and be able to compete with the others in a fast paced business world. The four building blocks of change. Four key actions influence employee mind-sets and behavior. Here’s why they matter. Large-scale organizational change has always been difficult, and there’s no shortage of research showing that a majority of transformations continue to fail. Today’s dynamic environment adds an extra level of urgency and complexity. Companies must increasingly react to sudden shifts in the marketplace, to other external shocks, and to the imperatives of new business models.

The stakes are higher than ever. So what’s to be done? Digital technologies and the changing nature of the workforce have created new opportunities and challenges for the influence model (for more on the relationship between those trends and the model, see this article’s companion, “Winning hearts and minds in the 21st century”).