Professional Documents
Culture Documents
• User A
• User B
• User C
Force-Field Analysis
Supporting Forces Opposing Forces
Steps:
• Identify all relevant Senior Management Support
stakeholders Middle Management Resistance
reduce, weaken or
Kübler-Ross Users
isolate opposing
forces.
Force-Field Analysis Steps
• Perform exhaustive
stakeholder analysis.
Take notes about the
interests of each
stakeholder.
• Prioritise the forces
• Develop strategies to strengthen or leverage
supporting forces
• Develop strategies to weaken or isolate
opposing forces.
Kotter’s Eights Steps to Change
1. Create a sense of
Urgency
2. Build a Guiding
Coalition
3. Form a Strategic Vision
and Initiatives
4. Enlist a Volunteer Army
5. Enable Action by
Removing Barriers
6. Generate Short-Term
Wins
7. Sustain Acceleration
8. Institute Change
Kotter’s Eights Steps to Change
1. Create a sense of Urgency
Craft and use a significant opportunity as a means for exciting people to sign up to change their organization
7. Sustain Acceleration
Use increasing credibility to change systems, structures and policies that don’t align with the vision; hire, promote and develop
employees who can implement the vision; reinvigorate the process with new projects, themes and volunteers
8. Institute Change
Articulate the connections between the new behaviors and organizational success, and develop the means to ensure leadership
development and succession
Reduce User Resistance
• Involve users early in the process of
designing the solution and allow
them to „take control“.
• „Green Pastures on the Other
Side“:
Develop a convincing scenario for
the time after the change and
communicate to all users.
• Identify the negative aspects of the
current situation and emphasize
them in meetings.
• Negotiate with moderately opposing
users and check if you can adapt
the system to their needs.
Strengthen Supporting Forces
• Create Beach-Heads:
Identify supportive users
and include them in rollout
team meetings as experts
or in pilot groups
Weaken Opposing Forces
• Deal with individual users using
Kübler-Ross tools
• Provide success stories of other
organizations who have gone
through the same change process.
• „Build bridges“:
Create opportunities for opposing
agents to join the project without
loosing face.
• Apply „Five bases of power“:
Use power to deal with remaining
forces.
General
• „Build Trust“:
Start with small steps or a „pilot system“ and
celebrate the milestone
• „Shared Reality“:
Make sure you understand and „live“ the reality
of your stakeholders. They need to accept the
change agents as „one of them“.
• Know when not to proceed:
Don‘t execute the project if the opposing forces
are too strong.