Change Management – Understanding Change, Study Guides, Projects, Research of Change Management

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Change Management –

Understanding Change

TABLE OF CONTENTS

• TABLE OF CONTENTS
• Understanding Change
  • Influences on Change..................................................................................................................................
  • Common Reactions to Change
  • Suggested Activity
  • Tools to Help the Change Process
• Further Study

 Indifference: People just may not care, or the change may not have an impact on their routines or work. Be wary of this, as the change may be intended to have an impact, if the individual is indifferent about it the change then they may not understand or accept it.  Acceptance: Changes generally occur for the better and have a positive influence on those involved. Even with positive change acceptance may not happen right away, but should occur quicker as opposed to when the change is perceived to be negative.

Suggested Activity

Estimated Time 10 minutes Topic Objective To describe some common reactions to change. Topic Summary

Common Reactions to Change

People will experience change in different ways, and not everyone has the same reaction. Understanding these reactions is essential to help identify why people experience them. Materials Required None Planning Checklist None Recommended

Suggested Activity

Discuss the group's reactions in regards to the following scenario. Your company is implementing a new schedule for it workforce. They are switching from a normal 8 hour shift Monday through Friday to a 10 hour shift Monday through Thursday. Ask:  Who feels it is a positive change?  Who feels it is negative?  Who in the group would feel upset or angry about the change?  Who in the group is indifferent?  How will the change affect people's personal lives? Review Questions Why is it critical to understand the different reactions people will have to change?

Tools to Help the Change Process

Preparing for the change is very important as with preparation comes more chance of success. These tools will help facilitate the change process and provide it the best chances for success.  Communication : Keep the lines of communication open before, during and after the change as on the fly changes may be needed. This will help with any unforeseen events that occur during the change. It will also help to learn for the event which should make future changes occur even smoother.  Education : Educate all parties the reasons for the change, and what the expected outcomes will be. People want to know why a change is occurring. It will also help to stop and clear up any rumors that may have been spread.  Training: Make sure all parties are trained and up to date with any and all material required for the change. A very important step if the change involves adding or removing any pertinent in the business.  Flexibility : When change is planned for not all events can be foreseen. Be flexible and ready to modify or update the current plan to account for any unforeseen events.  Affected Parties : It is especially important to have the individuals that are involved in the change participate in the change process. They may be able to shed light into the subject from an expert's point of view. These tools will help battle any negative reactions when they occur, and with more preparation the change should be smoother.

Further Study

To learn more about change management, consider our in-person offerings such as, Navigating Change in a Complex World, and Courageous Collaboration. Further trainings to develop Organizational Excellence will be shared here in the Leadership Café, on all of the competencies found in our Competency Guide. Subscribe now to The Learning Lab, an online platform featuring Business Skills & Productivity, Leadership Development, and Office 365, powered by Skillsoft Percipio and customized for UW learners.