change management: leading organizational … management: leading organizational change ......

4817 Bayfield Ter, Madison, WI 53705 | [email protected] | starkweatherassociationservices.com

© 2015, Starkweather Association Services LLC

Change Management: leading organizational change

from the team up


The market is impacting your organization. You know you need to adapt because of…


Market Disruption


Strategic decay


The six most expensive words in business

“That’s how we’ve always done it.”

That’s inertia, and everyone knows….


Inertia can kill associations


You have a vision for your organization (and it’s

awesome).


But something

could get in the

way of your

vision.


Your team…

and they have their reasons


I built this

system. It

works

fine!

How is

this

going to

work?

New technology is

confusing. What if I

embarrass myself?

And many other reasons that they won’t tell you because they are upset, embarrassed or afraid. The truth is, people don’t like change…even if they need it.


Your team may not understand:

• The long-term benefits of the change vision.

• How standing still in a rapidly changing market can lead to obsolesce& irrelevance.

• Members are ready for more services and mobile convenience.

• Strategies and technology need to be upgraded to adapt to disruption.

• How short-term effort can lead to long-term success for themselves & the organization.

??

?


“You can't build an adaptable organization without adaptable people - and individuals change only when they have to, or when they want to.” Professor Gary

Hamel, founder of Strategos

We recognize that…


If change is so important, why do some people resist it?


Brains don’t like change

Mastered tasks are stored in long-term procedural memory and take little energy.

Moving knowledge from short-term to long-term memory requires repetition and meaningful association which requires a lot of energy.

The brain can register change as pain.


People may lose their positions of authority,influence, and even their current jobs


Normalcy Bias

Some people may also experience the


discontent must outweigh reluctance.

To motivate change…


Change’s influence is asymmetrical. Some people see change as a threat, others see an opportunity.


Change is a

journey that isn’t easy

• Initial excitement• Denial• Resistance• Despair• Exploration• Reinforcement• Commitment


Initial excitement

Denial

Resistance

Despair

Exploration

Reinforcement

Commitment

DangerZone


For businesses, not changing is a threat…

for employees, change can be the threat.


What do you do?

Use Change Management Practices• Assess agility• Educate & Inspire• Create a change team• Celebrate quick wins• Manage resistance• Align goals


Do you know that changinghow your team works is the

riskiest change anorganization can go through?

This is how Starkweather helps:


Initial excitement

Denial, Resistance & Despair Exploration

Reinforcement & commitment

• Agility surveys & plans

• Presentations made to ED & board

• Create models of current business processes

• Conduct SWOT, GAP and technology review

• Provide SmartBook memberships

• Get team members on Skype, Basecamp or Trello

• Create roadmap for project implementation

• Create a change team

• Implement plan from agility quiz

• Communicate guiding vision, steps to move forward; proactively manage reasons for resistance

• Initiate training, gamification, incentives & metrics

• Encourage use of SmartBooks & sandbox site

• One-on-one training• Develop custom

documentation • Use feedback loops to

manage skill development & resistance

• Celebrate quick wins

• One-on-one training,• Use quizzes to

gauge skill development

• Strengthen & measure use ofcollaboration technology such as Skype, Basecamp and Trello;

• Celebrate quick wins

• Further customize training and SmartBooks;

• Celebrate accomplishments to date;

• If necessary, conduct post-implementation quizzes to identify success and where skills need to be strengthened

• Measure post implementation work-flows through BPM

• Roll out strategy for future improvements

Components of SAS Change Management Strategy


We listen to your team to find out how ready they are for change. Our agility quiz will assess leadership and the team to help us understand how to help you succeed.

We will help you refine your vision and make sure that it is easy for your team to understand why and where they are going. We will help keep this vision top of mind to motivate the team through the journey.


We will create a map to guide your team with easy-to-follow training guides that make new technology more accessible and less intimidating.

We help your team move out of old habits as they learn critical new skills and best practices. Starkweather can help you create new metrics to motivate a team that may want to hold on to the past.

We make sure that skill acquisition is on track with our Check Point Quizzes. The scores are incorporated into gamification and metrics.


We can support adoption of new strategies by creating training plans that incorporate “the people side of change” along with game-theory. “Gamification” is advanced learning that is alternately cooperative and competitive. Our test-site enables learners to experiment with best practices and skill acquisition in a safe environment where their old work habits are irrelevant. We keep learning lighthearted and easy to follow.

We support learning with step-by-step, in-depth documentation that identifies key skill groups. Our documentation also has one-minute videos and “insider tips” that we’ve learned as YM’s oldest consultant partners.


Additional thoughts:• Change is not a quick, linear task. It is a process.

• Repetition is necessary to move new skills into comfortable, long-

term memory.

• People adapt to change differently.

• The sooner you address reasons for resistance the sooner a

reluctant team member will move into exploration and

commitment.

• Implementing metrics and policies to reinforce the change process

will help.

• You can’t separate the people side of change from the technical

side of change.

Transitioning to a new strategy or technology is complicated. Starkweather incorporates change management into our engagements so you can mitigate risk and focus on new opportunities.

4817 Bayfield Ter, Madison, WI 53705 | [email protected] | starkweatherassociationservices.com


Change can be hard. But it doesn’t have to be. It can even be fun.

Contact us to see how we can turn change from something to fear to something to enjoy.

change management: leading organizational … management: leading organizational change ......

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