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This tutorial provides a summary of each of the main areas for change management based on Prosci's research with more than 900 organizations in the last 7 years. The purpose of defining these change management areas is to ensure that there is a common understanding among readers. Tools or components of change management include:
• • • • • • • • •
Change management process Readiness assessments Communication and communication planning Coaching and manager training for change management Training and employee training development Sponsor activities and sponsor roadmaps Resistance management Data collection, feedback analysis and corrective action Celebrating and recognizing success
Change management process The change management process is the sequence of steps or activities that a change management team or project leader would follow to apply change management to a project or change. Based on Prosci's research of the most effective and commonly applied change, most change management processes contain the following three phases: Phase 1 - Preparing for change (Preparation, assessment and strategy development) Phase 2 - Managing change (Detailed planning and change management implementation) Phase 3 - Reinforcing change (Data gathering, corrective action and recognition) These phases result in the following approach as shown below in Figure 1.
Change Management Process (the Change Management Toolkit and Change Management Pilot show you how to apply the process)) .Figure 1 .
Change management is not a process improvement method. Each tool provides the project team with insights into the challenges and opportunities they may face during the change process. as defined by the majority of research participants. Change management is not a stand-alone technique for improving organizational performance. • • • • Assess the scope of the change. Change management is the processes.It is important to note what change management is and what change management is not. Change management is not a stand-alone process for designing a business solution. Business Process Reengineering.system and background of the impacted groups? How much change is already going on? What type of resistance can be expected? Assess the strengths of your change management team. including: What is the value. Restructuring and continuous process improvement. Change management is about managing change to realize business results. tools and techniques for managing the people-side of change. Readiness assessments can include organizational assessments. Organizational Development. Total Quality Management. culture and history assessments. including: How big is this change? How many people are affected? Is it a gradual or radical change? Assess the readiness of the organization impacted by the change. Assess the change sponsors and take the first steps to enable them to effectively lead the change process. Communication and communication planning . Change management is a method for reducing and managing resistance to change when implementing process. including programs like: Six Sigma. employee assessments. Readiness assessments Assessments are tools used by a change management team or project leader to assess the organization's readiness to change. sponsor assessments and change assessments. Change management is a necessary component for any organizational performance improvement process to succeed. technology or organizational change.
Many managers assume that if they communicate clearly with their employees. you may have heard that messages need to be repeated 6 to 7 times before they are cemented into the minds of employees. therefore. In fact. It is vital for the change management team and executive sponsors to gain the support of supervisors and to build change leadership. Therefore. knowledge and behaviors necessary to implement the change. Coaching and manager training for change management Supervisors will play a key role in managing change. Training and training development Training is the cornerstone for building knowledge about the change and the required skills. They will need to provide training for supervisors including how to use individual change management tools with their employees. the change management team must prepare a coaching strategy. begins with a careful analysis of the audiences. Ultimately. Project team members will develop training requirements based on the skills. there are many reasons why employees may not hear or understand what their managers are saying the first time around. That is because each employee’s readiness to hear depends on many factors. Each audience has particular needs for information based on their role in the implementation of the change. Individual change management activities should be used to help these supervisors through the change process. supervisors and executives. communications should be designed to share the right messages at the right time. the direct supervisor has more influence over an employee’s motivation to change than any other person at work. However. initial communications are typically designed to create awareness around the business reasons for change and the risk of not changing. . For example. Effective communicators carefully consider three components: the audience. the first step in managing change is building awareness around the need for change and creating a desire among employees. at each step in the process. Likewise. The change management team or project leaders must design a communication plan that addresses the needs of frontline employees. Communication planning. their job is done. Once managers and supervisors are on board. key messages and the timing for those messages. Unfortunately. what is said and when it is said. supervisors as a group can be the most difficult to convince of the need for change and can be a source of resistance. These training requirements will be the starting point for the training group or the project team to develop training programs.
Sponsor activities and sponsor roadmaps Business leaders and executives play a critical sponsor role in change management. It is at this point that you can stand back from the entire program. Celebrating and recognizing success Early successes and long-term wins must be recognized and celebrated. Resistance management is the processes and tools used by managers and executives with the support of the project team to manage employee resistance. and identify process changes for the next project. The change management team must develop a plan for sponsor activities and help key business leaders carry out these plans. Feedback from employees is a key element of the change management process. The final step in the change management process is the after-action review. continuous improvement of change management for your organization and ultimately leads to change competency. can threaten a project. feedback analysis and corrective action Employee involvement is a necessary and integral part of managing change. Avoid confusing the notion of sponsorship with support. Unfortunately many executives do not know what this sponsorship looks like. This is part of the ongoing. Data collection. Resistance management Resistance from employees and managers is normal. evaluate successes and failures. understand and manage resistance throughout the organization. The change management team needs to identify. . Analysis and corrective action based on this feedback provides a robust cycle for implementing change. Individual and group recognition is also a necessary component of change management in order to cement and reinforce the change in the organization. Persistent resistance. however. Sponsorship involves active and visible participation by senior business leaders throughout the process. but that is not the same as sponsoring your initiative. Sponsorship should be viewed as the most important success factor. Managing change is not a one way street. A change agent's or project leader's role includes helping senior executives do the right things to sponsor the project. The CEO of the company may support your project.
RESOURCE Change Management Toolkit: a comprehensive change management process.Change Management Toolkit. 2005 benchmarking report with 411 participants from 59 countries Resource guide The resources in the table below will be the source of the upcoming tutorial series. checklists and assessments Reference 3 .includes team and sponsor activity lists. communication planning. and what mistakes to avoid . assessments. what is not. consultants and change management team members get templates. examples and worksheets that help you implement organizational change management Change leaders.' and . For leaders and team members involved in managing a change project.Summary These eight elements comprise the areas or components of a change management program. Along with the change management process. checklists and assessments Reference 2 . The report makes it easy to learn change management best practices and discover the mistakes to avoid leading change.' 'how. role of top management. and minimize the negative impact of the change on productivity and a company's customers. avoid the loss of valued employees. *** Email this page to a friend • • • Reference 1 . guidelines. training development. consultants and change management team members learn what is working for others. online methodology tool with downloadable templates. includes specific sections on sizing your change management effort. sponsor roadmaps.Best Practices in Change Management. Change Management: the People Side of Change: introductory guide to change WHO IS IT FOR? Change leaders. methodology. communications.learn the 'why.Change Management Pilot. they create a system for managing change. team structure and more. executives and managers . Good project managers apply these components effectively to ensure project success. guidelines. Change leaders. and reinforcing change. these resources will provide an immediate understanding and tools. hardcopy methodology tool with USB driveof templates. Includes success factors. Best Practices in Change Management: 426 companies share experiences in managing change and lessons on how to build great executive sponsorship. guidelines.
best is ideal for managers who are directly practices findings and frequently asked dealing with employees facing change.answers handbook to help employees survive and frequently asked questions and empowers employees to be effective change agents thrive during change. This tool individual coaching activities.an excellent primer and 'what' of change management. questions. "Change catalyst for change leadership with best Management is like a driving school for practices from Prosci's latest research and change agents. ." This 'quick read' includes case studies.management . Employee's Survival Guide to Change: a Employees facing change .a guide and Supervisors: complete with team and specifically designed for managers and supervisors dealing with change. the ADKAR model and the Prosci change management process. Change Management Guide for Managers Managers and supervisors . Use with the Employee's Survival Guide to Change and the Change Management Toolkit. with the ADKAR model.
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