Effective Change Implementation

By
Zippy.

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Effective Change Implementation
Introduction
• Organizational change is the process by which organization move from
their present state to some desired future state to increase effectiveness.

• The change implementation phase occurs when the organization works

to make the actual transition from the current state to the future state.

• Actualization of organizational change

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Effective Change Implementation
Introduction Cont’
• These plans can include a wide variety of “interventions,” or activities
designed to make a change in the organization,

• For example, creating and/or modifying major structures and processes

in the organization.

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Effective Change Implementation
Know WHAT needs to change HOW and WHY
• Efforts to Change should never be taken – just to Change something.

• There needs to be a clear-cut reason (WHY) to change and must be

supported by Senior Management as well as the implementers

• There must be a clear understanding of WHAT needs to be changed in the

Organization and HOW.

• And it must be properly communicated and explained to those needing to

know or who may be affected by.
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Examples of Reasons For Change (The What & The Why)

THE WHAT THE WHY

• Processes • Outdated Processes, poor
performance, high cost of
production etc
• Organizational Goals • External Knowledge

• Products, Customers, or • Competition

Markets
• Technology
• Regulatory Standards Changes
• Rules or Standards
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Effective Change Implementation Cont’
Research How to Change (THE HOW)
• RESEARCH on the change issue and find out the change option (s)
available to improve the Change you want

• Spend time to identify what is the best option for change and what is
wanted to change

• This step is critical not only to the success change efforts – but to the
organization as well.
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Effective Change Implementation Cont’
Research How to Change Cont’
• There are numerous ways and avenues that a Change manager can use to
research “How to Change” –
• Process Owners – Start by talking to the people involved with the process
– asking them for their thoughts on how to improve their process

• Benchmark – Take actions to compare how the performance of your

process compares with others – both inside and outside of your organization.

• Internet – Most probably, one can find whatever he is looking for on the
net. Search web pages devoted to your change effort.

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Effective Change Implementation Cont’’
Research How to Change Cont’
• External Change Efforts – Spend time reading and learning what others
have done with similar Change efforts.

• It is fairly easy to find out what actions others have employed including the
results that they attained with their efforts.

• Seek Out Subject Matter Experts – If you have a particular problem, seek
out people that are considered experts on the matter – and ask them for
Change recommendations.

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Effective Change Implementation Cont’
Research How to Change Cont’
Things one should consider while planning for change:
i. Identify how one can link his change efforts to the Organizational
Strategic Goals

ii. Indentify how the organization or people accept Change, plan how to
communicate the change and how to overcome the resistance

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 Sources of Resistance to Change

Individual Organizational
• Economic factors • Threat to power
• Habits • Group inertia
• Insecurity • Organizational structure
• Lack of communication • Threat to specialization
• Extend of change • Resource constants
• Psychological factors • Sunk costs
• Social factors
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Group resistance to change (Sources Cont’
• Most organizational changes have impact on formal groups in the
organization the main reason why the groups resists change is that
they fear that their cohesiveness or existence is threatened by it.

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Minimizing Resistance to Change
1. Communication
• Highest priority and first strategy for change

• Improves urgency to change

• Reduces uncertainty (fear of unknown)

• Problems: This method of minimizing resistance is time consuming

and costly
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Minimizing Resistance to Change Cont’
2. Training
• Provides new knowledge and skills

• Includes coaching and action learning

• Helps break old routines and adopt new roles

• Problems – This method is potentially time consuming and costly

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Minimizing Resistance to Change Cont’
3. Employee Involvement
• Increases ownership of change

• Helps saving face and reducing fear of unknown

• Includes task forces, search conferences

• Problems – time consuming, potential conflict

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Minimizing Resistance to Change Cont’
4. Stress Management
• Useful when communication, training, and involvement do not resolve
stress

• Potential benefits • More motivation to change

̴ Less fear of unknown
̴ Fewer direct costs

• Problems – time consuming, expensive, doesn’t help everyone

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Minimizing Resistance to Change Cont’
5. Negotiation
• When people clearly lose something, they won’t otherwise support
change

• Influence by exchange- win-win strategy.

• Problems:
̴ Expensive
̴ Increases compliance and not commitment
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Minimizing Resistance to Change Cont’
6. Coercion
• When all else fails
• Assertive influence

• Firing people – radical form of “unlearning”

• Problems : ̴ Reduces trust

̴ May create more subtle resistance
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Effective Change Implementation Cont’
Present Your Change
• Once you have RESEARCHED and have PLANNED how you will implement
your Change – you are now ready to PRESENT your Change Effort.
• Before undertaking any change effort, you first must be able to communicate to –

• Senior Management – This could include the Senior Management of your

Organization if your change effort will be cross departmental or strategically
related – or your Manager if your effort is only Departmentally directed.

• Targeted Employees – People of your organization that will be part of your

change efforts or will be impacted by – must also receive advance notice.
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Effective Change Implementation Cont’
Present Your Change Cont’
• The following are helpful hints on what critical aspects you should consider when
you Present Change plan –

• Know Your Subject – Presenting anything to the contrary will result in many
questions. Be prepared for them and be able to answer them.

• Show Your Passion – If you believe in your Change Effort – show your passion
for it to those you are presenting to.

• Why Should We Change? – The number one question of any Change Effort –
Will you be able to answer this question?
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Effective Change Implementation Cont’
Present Your Change Cont’
• Helpful hints for your consideration cont’–
• Problems + Change = Benefits – Be able to discuss and/or show how your
Change Effort will provide solutions and benefits to the problems at hand.

• Speak To Your Audience – Whether your audience is your Senior Management or

those that will be most impacted by your Changes – make sure that you speak in
the words that they understand.

• Maximize Your Time – Know exactly how much time that you have to present
and use it wisely.
• Involve Your Audience – Make sure to ask questions and encourage input from
your audience.

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Effective Change Implementation Cont’
Present Your Change Cont’
• Helpful hints for your consideration (con’t) –
• Learn From Others – When introducing Change – it is always good
to include examples of other Companies – that have improved their
operation(s) from similar Change efforts.

• Know What is Important to Your Audience –In order to win support

with your Change Effort – you must know what your audience is
wanting to hear / see from your Change Presentation.
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Effective Change Implementation Cont’
Present Your Change Cont’
• Helpful hints for your consideration (con’t) –
• How Much Will It Cost? – This is another important question that you must
be able to answer in your change presentation.

• Include An Action Plan – In addition to telling your audience the what,why /

how of your Change – be able to discuss the milestone events of your efforts.

• Be Upfront With The Details – Be sure to communicate what you need to be

successful including anything out of the norm and the reason(s) why.

• Recommendations – Encourage and be open to any recommendations that are

offered.
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Effective Change Implementation Cont’
Get Sr. Management Support
• Helpful hints for your consideration (con’) –

• In order to succeed with your Change Effort – it is essential that you get Senior
Management Support.

• Your Change Effort Is Doomed For Failure Without Senior Management

Support

• They must see that such efforts relate to and will help attain Organizational
Strategic Goals.

• It is imperative that you find ways to include them in your Change Efforts and
keep them abreast of your actions and results. 23
Effective Change Implementation Cont’
How to Get Buy-In
• In addition to getting Senior Management Support – it is also critical for you to
get the buy-in of the people that are impacted by your Change Efforts.

• Start early with your efforts to achieve buy-in –even as early as your Research
Stage.

• You should always consider how your Change Efforts will impact your People
and what you must do in order for them to accept your Change.

• It is critical that you find ways to engage your People in your Change Efforts –
they need to become part of your Change Process.
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Effective Change Implementation Cont’
How to Get Buy-In
• Other ways that you could use to get Buy-In include –
• Encourage your people to make recommendations to assist you in your
change

• Efforts – and use their suggestions that can help.

• Formulate a “change team” that will include representatives from the area or
process that will be impacted by your Change Efforts.

• Include and use “outside experts” that can come in and give / share their
knowledge and expertise which should drive interest in – as well as aid your
Change efforts.
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Effective Change Implementation Cont’
Evaluate the change
• Constantly look to see what one can learn from the change, e.g.;

• What is working vs. not working?

• How are the changes being received?

• What should be adjusted?

• What can be done better?

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THE END