strategies for grappling with a changing business environment and achieving excellence kathy koehler...
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Strategies for Grappling with Strategies for Grappling with a Changing Business a Changing Business
Environment and Achieving Environment and Achieving ExcellenceExcellence
Kathy KoehlerKoehler PartnersSeptember 19, 2012
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SESSION OBJECTIVESESSION OBJECTIVE
Learn how to be more thoughtful and deliberate about change in your organization, using practical tools and tips that you will begin to use in our session.
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AgendaAgendaIntroductionsWhat is change management?What’s changing in your world?Change management planning
activityRole of the leader & change agentsMoving stakeholders through changeHow to do moreQ & A
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INTRODUCTIONSINTRODUCTIONS
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What is change What is change management?management?
And, why does it matter?
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CHANGE MANAGEMENTCHANGE MANAGEMENT
Planning for and communicating about an upcoming change to all affected stakeholders to prevent disruption and encourage a successful change
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WHAT’S CHANGING WHAT’S CHANGING IN YOUR IN YOUR WORLD?WORLD?
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CHANGE CHANGE MANAGEMENT MANAGEMENT PLANNING PLANNING ACTIVITYACTIVITY
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Activity (Handout)Activity (Handout)
1. Choose a change in your organization
2. Anticipate benefits & challenges3. Identify affected stakeholders4. Plan communications
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STEP 1: STEP 1: Identify changeIdentify changeChoose a change in your
organization that will significantly impact many people (preferably, both inside and outside of your organization)
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STEP 2: STEP 2: Anticipate benefits Anticipate benefits & challenges& challenges
Anticipate the benefits and challenges the change will or may bring◦Inside your organization◦Outside your organization◦What will happen if things go well?◦What will happen if things go badly?
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STEP 3: STEP 3: Identify affected Identify affected stakeholdersstakeholders
Stakeholders could be individuals or groups
Consider stakeholders within and outside your organization
Identify leader(s) of groups, and the role of individuals
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The role of the leader The role of the leader in change in changeEnvision
◦Articulate clear vision◦Generate enthusiasm for the goal
Energize◦Be excited!◦Communicate early successes
Enable◦Provide resources needed◦Use rewards to reinforce change
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The role of change agentsThe role of change agents
Who are they?Individuals in affected stakeholder groups who help with the changeCan be formal or informal, internal or externalMotivated about, or at least
interested in, the changeCredible with stakeholder group
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The role of change agentsThe role of change agents
What do they do?Reinforce benefits and how to handle challengesEscalate problems and concerns to leadershipEncourage understanding and participation in preparation activities (e.g., formal training)
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The role of change agentsThe role of change agents
How do you support them?Help them understand background and vision of the changeCommunicate regularlyProvide support for ongoing questions and concernsCelebrate and appreciate
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Moving stakeholders Moving stakeholders through changethrough change
The ADKAR model was developed by Prosci and included in Jeff Hiatt’s book, ADKAR: A Model for Change in Business, Government and our Community.
ADKAR
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STEP 4: STEP 4: Plan communicationsPlan communicationsPlan activities throughout
preparing for, and implementing, the change:◦Staff meetings◦Public meetings◦Newsletters (yours AND stakeholders’)◦Informal or formal training
How will you communicate? To whom? When? What?
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How to do moreHow to do moreChange readiness assessmentsIndividuals’ different preferences
regarding changePulse surveys
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Change Readiness Change Readiness AssessmentsAssessmentsCollect information from
stakeholders about readiness for change:◦Do they need training?◦What are they worried about?◦What benefits do they want to see?
Select best method for audience:◦Focus groups or interviews: Key
stakeholder group representatives◦Online or paper surveys: Large or
geographically dispersed groups
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Individual Differences Individual Differences regarding Changeregarding Change
Personality preferences can influence individuals’ reactions to change
For example, MBTI® preferences for extraversion (E) or introversion (I):◦If prefer E, want to talk through change
face-to-face, and want to be involved◦If prefer I, want time to reflect on
written information, and to be asked for their input
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Pulse SurveysPulse Surveys
What are they?Periodic surveys to gauge readiness for change, and impact of your preparation and communication effort
Tips:◦Be as unobtrusive as possible; very
few questions; online, if possible◦Can ask a sample of a large group
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Q & AQ & A
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THANK YOU!THANK YOU!
For more information, feel free to
contact
Kathy Koehler at
www.koehlerpartners.com