Tips For Managing Changes
Change Management processes may include creative marketing to enable communication between change audiences, but also deep social understanding about leadership’s styles and group dynamics.
- Basics of Problem Analysis
1. Assess the situation
2. Define the problem
3. Determine alternative courses of action
4. Implement the solution
5. Keep out emotion
6. Seek continuous feedback
7. Seek relevant, objective input
- Controlling Scope Creep
1. "Chunk" the scope into manageable "pieces"
2. Evaluate all actions from the perspective of the vision
3. Evaluate the need for and the impact of changes
4. Have change disciplines in place
5. Have key participants involved when evaluating and implementing changes - Dealing with Change
1. Communicate the result
2. Determine its cause and impact of a change
3. Determine its magnitude
4. Determine its priority
5. Document it
6. Implement the result
7. Obtain input/feedback from the key participants affected by it, before and after - Indicators of Resistance to Change
1. General atmosphere of cynicism and skepticism "filling the air"
2. High rates of absenteeism and turnover
3. Lower overall productivity
4. Overt destructive acts towards equipment, software, data, people, etc.
5. Subtle sabotage techniques, from complaining to reverting to "old" ways of doing business - Keeping Focus
1. Avoid the tendency to digress or procrastinate
2. Define priorities with the vision in mind
3. Keep communications open
4. Remember priorities - Keeping Focus on a Vision
1. Empower people
2. Identify variances to the plan
3. Keep the feedback loop open
4. Set priorities and follow them
5. Take corrective action, whenever necessary - Overcoming Resistance to Change
1. Be honest
2. Challenge them to determine a better approach than current process
3. Communicate – constantly
4. Communicate the reasons for change and the alternatives for not doing so
5. Empower people to make decisions in their "own world" while seeing the "big picture"
6. Encourage people to tackle challenges
7. Seek participation for and implementing change - Principles of Follow-up and Follow-through
1. Be conscious of organizational "filtering" of information
2. Encourage people to experiment or try new ideas
3. Focus on the vision
4. Have people report on the results
5. Institute a formal and informal feedback loop
6. Keep an open, objective mind
7. Know the priorities - Ways to Communicate the Need for Change
1. Build a web site
2. Give presentations
3. Hold meetings (e.g., staff, ad hoc)
4. Publish memorandums
5. Publish newsletters
6. Set up a physical or electronic bulletin board - Ways to Get People Excited About Change
1. Address "What’s in It for Me" (WIIFM)
2. Communicate constantly
3. Empower people
4. Encourage ownership by the people who must change
5. Lead, not just manage
6. Obtain input and feedback
7. Solicit participation in the decision-making process