Organizational Change Project:

Kelly GearhartBrian Longe

Dawn Morgan

Fall 2013

Targets of Change

Human Resources Uncertainty

The Tulsa World hand picked their successor

Changing Norms and Values Ethics Brochure from Berkshire Hathaway

Psychological Stress Can translate into absenteeism, turnover and low

productivity

Functional Resources Distribution Changes

From 100+ drop sites to Distribution Centers

Website Ability to offer more products and services to

Advertisers

Technological Capabilities Website

Umbrella agreements with 3rd party vendors

Circulation Tracking System Home grown system that no one knew outside of

the Tulsa World Support staff from around the country

Organizational Capabilities Key personnel changes

New Publisher, new direction

Training for Departments Collaboration among properties and people

Culture Not much change, still a very tight knit workforce

Resistance to Change

Why Resist Change? Feeling of uncertainty Layoffs Purpose of change is not clear Employees do not see the need for change Employees are not involved in the planning Lack of effective communication Lack of role clarity and job descriptions

Creating Readiness Organization identifies the need for change Demonstrate to employees that this is the right

change Key people are identified to help support the change Employees have the confidence to succeed Strong leadership

Overcoming Resistance Organization is committed to the change with all

leaders on board Leaders show support and positive role modeling Leaders guide the employees to embrace the

change Provide open communication and growth

opportunities

Tulsa World – Resistance The employees were shocked and very emotional Uncertainty due to lack of communication and tight

timelines Every job description was going to be changed Key Managers and their roles were not identified

BH Media – Overcoming Resistance Strong Leadership - believe in the change and show

of support Employees now understand the change and where

the company is going Key managers and their roles have been identified Opening communication with employees regarding

the change

Change Management “In our turbulent world, there is nothing more

permanent than change”

External Change Agents BH Media brought encouragement

HR Department were open and flexible

Subject Matter Experts brought outside input

Internal Change Agents Tulsa World President and Chief Operating

Officer

No intentional negativity; hard to make change from family-owned business

Caring and commitment to Tulsa World

Change Leaders “People problems” can undermine success

Four managers involved in original changes

Positive communication from top BH Media leaders

Displayed cooperative and welcoming qualities

Internal Change Research

Current employees bring personal opinions into the mix

Perceptions and expectations should be researched prior to acquisition

BH Media Group look to determine a good fit with culture and financial aspects

Questions?