Project Change 1

Final Synthesis Project: Managing Change Effectively

Melinda Dye
Purdue University













Project Change 2


Corporate instructional designers will be faced with developing content on a wide-range
of topics. Topics could include products, processes, skills, and personal development to name a
few. While each topic is unique, the instructional designer will need to combine multiple
learning theories to meet the needs of many different types of learners. In addition to meeting
the needs of the learners, the instructional designer will need to meet the parameters of the
training that have been established by the department or company. The topic, learner and
project scope will influence the theories used in the training and to what extent.
A common problem faced by many companies is change. While change is a part of life,
many people are resistant to change and it can become a barrier to productivity in the workplace.
Companies are faced with changes both big and small, and will look to the training department to
provide development in this area. While the company will ask the training team for assistance,
they will also impose multiple constraints on the training such as the length of the training, how
many will attend each class, how soon can it be ready, etc... The instructional designer will need
to use all of this information when determining what learning theories to use within the training.
The training material presented in this paper is for a management training on how to effectively
manage change. The instructional designer was tasked with creating training for this topic
during a 90 minute training session. The audience was supervisors and above, however the
tenure of management varied greatly. The audience included both recently promoted supervisors
along with supervisors who have over 25 years of experience.
One of the main goals of an instructional designer is to create training that keeps the
audience interested and engaged. Adult learners have different needs than children and Malcolm
Project Change 3
Knowles introduced the term andragogy to describe those differences. Authors Ota, DiCarlo,
Burts, Lairds, and Gloe (2006) highlight the 6 assumptions made by Knowles which include: 1.)
The need to know 2.) The learners self-concept 3.) The role of the learners experience 4.)
Readiness to learn 5.) Orientation to learning and 6.) Motivation. Ota et al. (2006) stated that In
line with Knowles theory of andragogy, trainers should recognize that the richest resources for
learning reside in adult learners themselves; therefore, emphasis in adult education should focus
on experiential techniques that tap into the experience of learners, such as group discussion,
problem-solving, case methods, simulation, exercises, games, and role-play, instead of primarily
using transmittal techniques such as lecture (Brookefield, 1986; Knowles et al., 2005) (pg. 3).
The techniques described by Knowles are supported by the many learning theories that
exist today, however the key to a successful training in a corporate environment is to incorporate
a mix of those theories into the training instruction. In the training Managing Change
Effectively weve incorporated the following learning theories primarily: Behaviorism, CIP,
and Schema. The training incorporates some of the following, brainstorming, case studies,
chunking of topics, and positive reinforcement. Driscoll (2006) states Learning encompasses a
multitude of competencies, from knowledge of simple facts to great skill in complex and difficult
procedures. Learning sometimes require great effort and sometimes proceeds with relative ease
(p.2). Using a variety of activities and theories provides the training to be the conduit for
learners to grasp new concepts, along with refreshing existing knowledge without being
overwhelmed.



Project Change 4

Managing Change Effectively
Participant Guide
#1 SUMMARY
Change is inevitable and it happens all around us, both personally and professional. Change is a
constant at ACME Inc. Maintaining our competitive advantage depends on embracing and
executing change effectively. As a member of management, you will need to lead your team
through the many changes that occur on a daily basis in our environment. Managing change
effectively will increase morale and ensure productivity isnt effected. This translates into improved
profits as well as increased employee and customer satisfaction.
#2 TYPES OF CHANGES
ACME, Inc. there are many types of
changes to adapt to, some are:
Products
Changing roles





#3 DRIVERS OF CHANGE
People
Technology
Business opportunities/ Market demands

1. _____ Merger
2. _____ CFO Hired
3. _____ Government regulations
4. _____ System fixes
5. _____ Employee from team promoted
6. _____ Two new products added
7. _____ Computer upgrades
8. _____ CEO terminated

#4: FOUR TYPES OF PEOPLE

Thrivers Neutral Resistant Concerned
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#6: THE CHANGE PROCESS















#5: THE TEAM
When preparing your team for change, a
superisor/manager should:

Facilitate regular team meetings to
communicate next steps
Identify pros/cons
Discuss why the change is important and
necessary
Provide employees the opportunity to ask
questions, voice concerns, etc.
http://www.trilliumteams.com/articles/40/how-change-affects-teams

FACT

Studies show that:
20% of the people impacted
by the change will be ready to
move forward
20% will not be willing to
transition
Assume that the remaining
60% are reluctant to
participate in change
#7: WHAT DO YOU DO?

1. Your company recently announced a merger with a former competitor. The merger takes
place next week and your company will begin selling their products immediately. In addition
to selling their products, your company will now use their order processing software. What
is your plan for successfully handling these changes?
2. Quality has been a hot topic within your team; they have felt that the QM team is out to get
them. Your manager just informed you that next week there will be new and stricter quality
guidelines as well as the minimum score has increased from 85% to 90%. What is your plan
for successfully handling these changes?
3. Your were just offered a new position and you will start in 1 month. Your manager informed
you that your replacement will be another supervisor who is not highly respected among
your team. You also were notified that two of your best employees are moving to another
team because of better hours. What is your plan for successfully handling these changes?

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#1: Summary SAY: As we all know, change is an important part of our lives and business. It is this
flexibility that has allowed ACME, Inc. to move swiftly into marketplace. In order to
be a more effective coach, you will need to have an understanding of change.
DO: Have someone read #1 Summary aloud.
SAY: As we go through training, we will be generating a lot of best practices. Please
be sure to take notes and capture any information that is not already included in your
participants guide.
SAY: The objectives for this training are:
Identify the types of changes
Describe the 4 types of people when dealing with change
Review strategies for preparing your team
Apply the 3 Step Change Process
SAY: We are going to kick off training by thinking about change. I want you to take a
blank piece of paper from the middle of your table and write down words or phrases
that you associate with change. I will give you 2 minutes to complete the activity and I
want you to post your papers around the room.
SAY: Throughout todays training, I want you to think about the words or phrases
that are posted around the room. These words and phrases should be the catalyst for
your responses and actions on how to deal with change.
#2: Types of
Changes
SAY: Lets start off by identifying the types of changes we experience at ACME.
Break into groups of 3 or 4 and identify types of changes. I will give you 5 minutes to
complete and then we will make a list of the changes on the flipchart.
REVIEW: After 5 minutes, go around the room and ask one person to write the
changes their team identified on the flipchart.
#3: Drivers
of Change
SAY: If we look at the list we just made, most changes can be classified into 3
categories: People, Technology, and Business Opportunities/Market Demands.
ASK: Can anyone give me an example of a recent change that was the result of one
of the 3 drivers.
SAY: Thanks for sharing. Now I want you to practice classifying the different types of
changes. There are 8 changes listed, in the blanks before the change, write a P if its a
People change, a T if its a Technology change, or a B if its a Business
Opportunity/Market demands. You can have more than one letter for each change.
Review answers: 1. P/T/B 2.P/T 3. B 4.P/T 5. P 6.B/P 7.T/P 8. P/B
#4: Four
Types of
People
SAY: Now that we know the types of changes we encounter at ACME, lets focus on
the people we work with. There are typically four types of behaviors people exhibit
when encountering change. Im going to give you the main characteristics and I
would like you to write these down in the space provided in box 4.
REVIEW: Thrivers: With their direct, results-oriented approach they embrace quick
decisions and changes, new products, and procedures. They are usually the ones that
initiate the change activity within a team and challenge the status quo.
Managing Change Effectively
Leader Guide
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Neutrals: Not bothered by change they are the optimists, their enthusiasm and
creative solutions to handling change keeps everyone motivated during flux
situations.
Resisters: Need time to prepare. They are steady decisions makers and do not like to
be rushed. They will put-up with change and may not be easy to tell how deeply they
are impacted by the changes around them until much later.
Concerned: Cautious and careful they are the objective thinkers on the team and seek
to maintain the high standards regardless of the changes on around them.
ASK: Now that you know the four types, take a blank piece of paper and write the
names of everyone on your team. Then write the change type they are. As an
example, Im a Thriver. I will give you 5 minutes to complete this activity. Keep this
paper handy because we will be using it later on in class.
http://www.trilliumteams.com/articles/40/how-change-affects-teams
#5: The
Team
SAY: Lets review strategies to prepare your team.
DO: Have someone read aloud each strategy and then provide further detail on how
this can be implemented in their teams.
#6: The
Change
Process
SAY: Weve discussed the types of changes that occur, the ways our people respond
to change, and strategies to use within our team to deal with change. We are now
going to put it all together using the 3 Step Change Process.
REVIEW: Discuss each step of the process and the corresponding sub-steps and
questions. Ask participants to give you examples.
#7: What do
you do?
SAY: Its now time to put together everything weve learned. In box #7, there are
three different scenarios. I will assign a scenario to each group and you will have 15
minutes to create an action plan using the provided sheets. You will then have 5
minutes to present your case scenario back to the class.
Pass out APPENDIX A
ASK: What questions do you have?
REVIEW: Each group should present their action plan back to the class. During this
time, ask questions of any area that seems vague or inaccurate.
Debrief SAY: Weve covered a lot of information today, however this information is critical to
ACME moving forward into new markets and being more agile than our competitors.
Im going to pass out a review sheet which covers the information discussed today.
This will help you better understand any areas you need to further concentrate on.
PASS out ADDENDUM 2
DO: Read and discuss the review answers
SAY: Your management team wants you to be successful in managing change. They
are offering an additional $200 bonus if you complete the following activity. They
would like each of you to apply what youve learned here in your teams. During the
next month, you need to identify a change that is taking place in your team. Using
the action plan form provided into todays class, you need to develop a plan for the
change in your team. Once youve completed the plan and the change has taken
place, turn the action plan into myself. I along with your manager, will review the
action plans. If youve used the information covered here today, you will receive the
bonus.
ASK: What questions do you have about the activity?
SAY: Thank you for attending todays training, I appreciate you taking the time. If
you have any questions, please feel free to contact me by email or phone.

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References
Ota, C., DiCarlo, C.F., Burts, D.C., Laird, R., & Gioe, Cheri. (2006). Training and the needs of
adult learners. Journal of Extension, 44 (6), 1-4.
Driscoll, Marcy P. (2005). Psychology of learning for instruction. Boston, MA:
Pearson


















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Step 3: Recognize Reluctance

What resistance has your team had to the change?


Will there be any additional communication or training will be provided?



Appendix A
Name: Date:
Change Plan:















Step 1: Prepare
Assess Readiness (List anticipated problems; include people, technology, etc.)




Define the Message (Detail what is changing, timeframes, training, etc.)







Step 2: Implement
Deliver the Message (Team meeting, all-hands, handouts)
Pros:
Cons:
Why is this change important?

Who is impacted by the change?

Why should the team support this change?
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Appendix B
Name: Date:
Note: There can be more than one right answer for each question
1. What are the 3 steps in the Change Process?
a. Prepare, Communicate, Execute
b. Prepare, Implement, Manage
c. Assess, Communicate, Manage
d. Identify, Implement, Review
2. What are steps a manager or supervisor should do to prepare their team for change?
a. Facilitate regular team meetings to communicate next steps
b. Identify pros/cons
c. Discuss why the change is important and necessary
d. Provide employees the opportunity to ask questions, voice concerns, etc.
3. List the three primary drivers of change:
1. 2. 3.

4. List the four types of people?
1. 2. 3. 4.

5. List four types of changes that we can experience at ACME, Inc.,?
1. 2. 3. 4.