Change Management
CHANGE MANAGEMENT NOTES
BLOCK 2 MODULES
The Change Management Process
The execution of transformation can be approached in a number of ways depending on the circumstances. The concepts and ideas are drawn from a wide variety of literature that seeks to inform on how change can be executed.
Kotter‘s eight-stage process model of creating a major change:
1. ESTABLISHING A SENSE OF URGENCY
➢ Examine the market and competitive realities ➢ Identifying and discussing cases, potential crisis or major opportunities.
2. CREATING THE GUIDING COALITION ➢ Putting together a group with enough power to lead change. ➢ Getting a group to work together like a team.
3. DEVELOPING A VISION AND STRATEGY ➢ Creating a vision to help direct the change effort. ➢ Developing strategies for achieving that vision.
4. COMMUNICATING THE CHANGE VISION ➢ Using every vehicle possible to constantly communicate the new vision and strategies ➢ Having the guiding coalition role model the behavior expected of employees.
5. EMPOWERING BROAD BASED – ACTION ➢ Getting rid of obstacles ➢ Changing systems or structures that under- mine the change Vision. ➢ Encouraging risk taking and non-traditional ideas, activities and actions.
6. GENERATING SHORT TERM WINS ➢ Planning for visible improvements in performance or “wins”. ➢ Creating those wins ➢ Visibly recognizing and rewarding people who make the wins
7. CONSOLIDATING GAINS AND PRODUCING MORE CHANGE ➢ Using increased credibility to change all systems and policies that fit together and do not fit the transition vision ➢ Hiring, promoting and developing people who can implement the change vision ➢ Reinvigorating the process with new projects themes and change agents
8 ANCHORING NEW APPROACHES IN THE CULTURE ➢ Creating better performance through customer and productivity
BLOCK 2 MODULES
The Change Management Process
The execution of transformation can be approached in a number of ways depending on the circumstances. The concepts and ideas are drawn from a wide variety of literature that seeks to inform on how change can be executed.
Kotter‘s eight-stage process model of creating a major change:
1. ESTABLISHING A SENSE OF URGENCY
➢ Examine the market and competitive realities ➢ Identifying and discussing cases, potential crisis or major opportunities.
2. CREATING THE GUIDING COALITION ➢ Putting together a group with enough power to lead change. ➢ Getting a group to work together like a team.
3. DEVELOPING A VISION AND STRATEGY ➢ Creating a vision to help direct the change effort. ➢ Developing strategies for achieving that vision.
4. COMMUNICATING THE CHANGE VISION ➢ Using every vehicle possible to constantly communicate the new vision and strategies ➢ Having the guiding coalition role model the behavior expected of employees.
5. EMPOWERING BROAD BASED – ACTION ➢ Getting rid of obstacles ➢ Changing systems or structures that under- mine the change Vision. ➢ Encouraging risk taking and non-traditional ideas, activities and actions.
6. GENERATING SHORT TERM WINS ➢ Planning for visible improvements in performance or “wins”. ➢ Creating those wins ➢ Visibly recognizing and rewarding people who make the wins
7. CONSOLIDATING GAINS AND PRODUCING MORE CHANGE ➢ Using increased credibility to change all systems and policies that fit together and do not fit the transition vision ➢ Hiring, promoting and developing people who can implement the change vision ➢ Reinvigorating the process with new projects themes and change agents
8 ANCHORING NEW APPROACHES IN THE CULTURE ➢ Creating better performance through customer and productivity