Six Steps to Successful Change Management

1. Welcome to 6 Steps to Managing Change Successfully The human factor: welcome to six steps to managing change successfully. The human factor. I am so happy that you have decided to join me to learn more about the human factor and change management so that your next change project is more likely to be successful. Too many change projects fail at work because they do not gain the necessary support or momentum to keep going. You have come to the right place. If you have realized that your employees air, finding it hard to take on a new project or direction or you're getting lots of resistance and the changes you envisage are just taking too long to take off. I'm Denny reuse. I will be your teacher throughout this presentation. I am a thought leader in change and diversity, which may not come as a surprise because I grew up in constant change, moving cities, countries and changing schools practically every year during my school age years, in my travels, I met people of diverse cultures. This variety fascinated me and made me very observant of human behavior, especially as I tried to become quickly integrated into each class at times without knowledge of the local language. I come from a diplomatic family, so traveling was part of the deal. Fast forwarding several years, I carried out research into innovation and resilience and changing tribulation times during and after my master's studies in organizational psychology and have been working since, with leaders, employees and teens building their personal resilience and emotional intelligence so necessary for change in the past, I talk business English in large organizations and held different advisory and customer support rules. Now I help organizations build their people's relationships and leadership skills, among others communication, resilience and emotional intelligence. Let's see what you can expect during this class in the next session. 2. Learning Objectives The Six Steps: setting expectations. During this class, you will learn the six steps to create the proper conditions for achieving success in your change management efforts. You will learn steps that will allow you to plan for change and avoid common pitfalls. You will build your own change management plan, falling thes steps, which I will guide you throughout this presentation. Step one. Develop your vision and align your change project to that vision step to enlist your change agents. Step three. Deal with obstacles The Human factor Resistance to change Step four Project managed the change Step five. Provide training and support throughout the change process. Step six. Provide emotional support. 3. Introduction: introduction. Why does change management fail so often? According to management gurus such as Harvard Business Review authors John Kotter and Ron Ashkan, US Onley roughly 30 to 40% of change management initiatives air successful although there may be good intentions for change, such as trying to set the company apart, introducing innovative products, gaining a larger market share to grow or try to salvage the company of MENSA crisis What often goes wrong is the lack of understanding of human behavior. Management literature is filled with statements about the importance of the human factor in business. Some organization suggests that they're human. Re sources are their greatest asset, and they make conscious efforts to build to invest in building their people's capability. However, little is understood about how to get the best out of employees. In times, people are facing greater challenges. Change has become increasingly mainstream and organizations in the past 10 2030 years. Yet much is still to be learned because management has consistently failed to look at the human psychology of change. Let's see how you can make a change plan that will increase your chances of success as you learn to integrate the different variables that will be key to your success. Think about a change initiative where Project you've been working on that needs to gain more traction. Decide on one project on Lee. I would like you to work on one project at at a time so you can keep your focus. You can always use the same procedure for other change projects later if you're here because you just want to learn how to tackle big change in the future, I think about what you would like to achieve during this session. You will have questions to reflect that you can come back any time or take back to your team for discussion. Now let's start. 4. Step 1 Define your vision: Step one defined your vision. Step one is to define your vision or your organization's vision. If you want your change project to succeed, you need to be clear about your vision because you will want to make sure that the change in visage of lines to this vision, you should be able to answer yes to. It's the change proposal congruent with your businesses vision. It can otherwise be very confusing to employees. When they see that they seem to all of a sudden beheaded in a different direction. They might resist the change, fearing negative consequences for themselves and or the customers they serve directly. For instance, if you're all about providing a community with convenient fresh water for its lower income bracket families. But then you exclude their opinion and participation as you expand your reach to other communities. This, like of congruence, e compete mint with lots of resistance from your employees and potentially also your customers. How well do you know your vision? I am always surprised to hear that only 10 to 20% of people I asked no, the vision of the organization. This is also congruent with research findings. I believe that it is mostly because the vision is too lengthy, and often it does not reflect well with the people inside the organization. Think about their work or it is boring, so they find it hard to connect with it and therefore forget it. The vision has to reflect the values of the organization and its mission. If you or your team do not know why you're in business, it will be very hard to communicate the need to make any change. When work is done automatically working with what is called an unconscious competence, People are not aware of what they're doing, right or wrong, they just do it. It will be hard to move them to do something different if they do not know the overall vision of the organization. In the next section, you will get some tips to do your first project, which I suggest you take along and discuss it with your team. 5. Leading a Team Discussion for a Team Vision: leading a team discussion. If you work with a team, ask them what their vision is. Brainstorm with your team leaders or your team. Try not to share your notes were influenced them in any way. Let them write down their own ideas once everybody has individually written down their vision for the team and or the company asked them to share it with the larger group. Alternatively, if your team miss large, defined them into groups of 3 to 4 to discuss efficient, each one of them, came up with and decide on one for the whole group trying to include elements of each where possible. This is a very good exercise for teamwork. You can leave that discussion in front of the whole group or let someone volunteer to lead the discussion. In fact, you can get them to watch this video before. If you know someone is up to the challenge or would like to practice their own leadership skills, it might be a little scary to let your employees lead this time, but you might even earn more respect from them for giving them the chance to exhibit their potential. But if you feel more comfortable by all means stick to leading the team. Discussion yourself. You need to make sure you facilitate the meeting so that everybody gets a chance to participate in the creation of the team vision, then try to find common things. Do not discard anything at this stage with the help of the whole team. Were the smaller groups of 3 to 4 sort the common themes into groups. You can do this by circling similar themes with the same color marker. In a subsequent meeting, you can proceed with more planning to introduce changes in a way that responds to the organization strategic goals and fits the teens vision or the organization's vision. If you're a small business with few shareholders, what happens if a change project has already started? You might already be in the middle of a change project. If that is the case, it might be more practical to take a little less time to discuss your team's vision and get straight into assessing how the change initiative is doing and whether any amendments can be made. Considering what you've learned about aligning the change project to the organization's vision, change and adapt any of thes tips to your needs or circumstances. If you're in the middle of a crisis, it is quite evident that you may not be able to follow all the steps you can learn along the way and come back to this class as many times as you wish. When things have calmed down, you can preview this step and plan better for the next steps. 6. Final Words: I hope I have not overwhelmed you. You do not need to answer all the questions, just the ones that are most useful and relevant to you. You can download a very simplified version of a student project in the class notes section . The end product is not as important as the process with your team. The human factor of change. Enjoy it. I hope that you have found this class useful. Don't forget to upload your project. I encourage you to use the platform to ask questions, make Commons and provide suggestions. They're likely to also be useful to others in the community of learning. If you have enjoyed this class, don't forget to like it and follow me to be notified of the next classes. You're also welcome to contact me for questions you wish to be kept more confidential. Just fill out a form with a detailed message at Danny reuse dot com, and I will get back to you as soon as possible. See you in the next class, where I will be talking about change agents and listing your change agents. Until then, enjoy and looking forward to seeing your projects 7. Step 2 Enlist Your Change Agents: Step two. Enlist your change agents. At first, you will want to get at least 20% of your people on board. However, to make a change project successful, you will need to grow your followership quickly by communicating your change initiative with passion and linking it directly to compelling vision. You increase the chances of getting more buy in. That is, more people will want to support the change initiative. But that alone will not be sufficient. Although you might be a passionate speaker after the first couple of days of buzz, people will go about their business as usual and gradually come to forget it all together. You need to enlist people who will act as change agents to keep the ball rolling. Finding people who will champion the change is one of the hardest things. When workload is already quite heavy, people will be asking themselves What's in it for me? Can you answer this question? If not yet, think about ways that you could simplify their work for instance, implementing the new system that is more user friendly, or how could they receive less complaints and holds friendlier conversations with with customers as they improve the quality of products, or maybe shorten delivery times who does not want happy customers, especially one in the front line. 8. Step 3 Dealing With Obstacles: Step three. Deal with obstacles The human factor. Resistance to change. By now you have defined the vision in step one and enlisted change agents in Step two. Now we need to deal with the human factor, and there will be resistance to change. Change efforts often fail in the early stages when handled too abruptly. Some projects do not get off the ground at all. For instance, the CEO might hastily tried to impose change without getting the approval of his or her management team. Or they might be blind to the resistance to change. Or even if the leadership team might have enlisted a few change agents. These soon find that most her colleagues are oblivious to the changes that need to be made at work. Despite their efforts, the suggestions go unheard until they become discouraged and eventually give up. Cynicism may increase as yet another change project fails. Does that sound familiar? Each big change produces emotional turmoil as people need to put in extra effort sometimes extra hours trying to figure out how to adjust their work activities and systems to comply with new rules, systems or procedures. Having disturbed their normal everyday functioning employees emotions are stirred up too soon. Find out it was another false alarm. Change was again not followed through. You cannot underestimate the human human resistance. To change any change requires reviewing one's own professional practice. In other words, the way you do things which you have been particularly good at expert as and therefore you feel comfortable doing them. A change requires trying to get trying out new things, challenging yourself to do more better or do with less. It may bring feelings of excitement to some, but most feel anxious about change. Here's may naturally arise as new technology is implemented. What seems to make their work redundant, uncontrolled or unmanaged? Emotions can put a strain on good efforts for the benefit of the organization. It is therefore, very important to remind employees of the benefits of change not only for the organization but especially also for them. They are key to the implementation of changes, so they must be convinced it will benefit them as well 9. Step 4 Project Manage the Change: Step four project managed the Change ST Clear Goals and Milestones with debt lines throughout the project. Goals must be smart, specific, measurable, achievable, relevant and realistic and time bound. You need these five elements to make your goals successful. You can decide on periods for review of the project and make necessary adjustments. But the more you plan in advance and stick to it, the greater chances you will be successful. Caution. There may be new information coming at a later date, which may require some changes along the way. Make sure you have built in some flexibility to cater for those adjustments. You do not want it to be a rigid framework, but a guideline. Always check that the goals are still relevant and realistic as new variables may come into play. Change projects sometimes fail as organizations stick to initial plans and stubbornly work at them despite evidence that it is not working, for instance, because they've already committed money and resource is to the project. However, as has been pointed out in some business research, sometimes continuing with failing with a failing change project may make the business lose significantly more money than they had had they stopped when they realised it was not working. So it is important to always check for its relevance in the past pace of change we experienced today, especially with the breathtaking technological advances we cannot assume or change projects , will not need to be amended or even dumped if circumstances change. Unfavorable to our project. Identifying issues early may save you lots of money, exercise, set clear goals and milestones with deadlines throughout the project. Goals must be smart, specific, measurable, achievable, relevant and realistic and time bound. You will need to do this with time and care. Discussed smart goals with your leadership team involved your employees and brainstorming ideas and a subset of projects that they can carry out. I hope that you have found this class useful. If you need more extensive support in your change project, just fill out a contact form with a detailed message at www dot Danny Rios dot com, and I will get back to you as soon as possible. 10. Step 5 Provide Training and Support: Step five provide training and support throughout the change process. In this stage, it is key to assess your people's capability. Do they have the time, resources and skills to tackle the new problems they're facing? Do they need more information? May you need to consider bringing in an expert to teach them or help them with something. For instance, a specialist consultant and expert in your organization. This is a time to become resourceful tep into talents already available in your organization. Lots of money is spent on bringing expensive consultants when you might have the right talent already right there inside in your organization. If you only had the system or if you do have the system toe, identify them quickly and take time to find out what talents you have within your organization. What useful strengths are already available to the team? We'll see another factor to consider to support employees during the change process and which managers tend to overlook it is not their fault. Management programs have traditionally left out this aspect of human interactions at work, providing emotional support for your employees. See you in step six 11. Step 6 Providing Emotional Support: Step six provide emotional support in Step five. We looked at providing resource is for your employees by giving them training or bringing in experts to help them with the change in Step six, we will be looking at providing emotional support for your employees. Do they need emotional support? For instance, if they're already having trouble to cope with the change, where are overwhelmed with the additional workload? What can you do to help them? Do not underestimate the mental health issues. Nowadays, it is more common to have overwhelmed employees within teens as they're required to do more with less. They may see exhausted or alienated colleagues leave the company be experiencing their own problems at home and in their lives, where they may fear new technology, which might potentially leave them without a job. These and other stress factors that make work less fulfilling in times of change as they struggled to cope, as opposed to feeling on top of their gain. Around 3/4 of employees are unengaged at work, and dissatisfaction levels are even higher, according to global research. Not feeling sufficiently valued and supported at work makes it difficult for employees to want to go that extra mile for their organization, giving employees the opportunity to develop their emotional intelligence so they can become more resilient and cope. Better with change is a very good investment. It's the best investment you can make for them. Plus, you send out a message that you care for them. Emotional intelligence training is especially important for leaders in particular middle managers and team leaders who have Theoden Inal burden of having to deal with the performance pressure coming from senior management and the complaints coming from their team members resist changes an additional demands. Emotional intelligence is the skill that allows for increased sense of awareness, emotional control and the ability to empathize, motivate and maintain positive, empowering social relationships. Now that you have followed the six steps, you are ready to write your project, come up with a plan. The more you plan, the better chances for success, especially as you take into account the human factor. Looking forward to your projects and see you soon in the next course, Please follow me if you found this horse interesting and also give it a like 12. What's Next? Leading Teams Thru Change: During this course, you will learn what it takes to become confident in leading others when you're faced with a difficult challenge. This class is for you if you want to learn how to inspire others to take positive action and work together, especially during times of uncertainty. Or if you're going through a phase where you need some kind of experimentation, you will learn why leadership matters so much more in the 21st century. And learn the difference between leading and managing. And final, you'll get some practical tips to put your efforts into the right place. Change work. So they can be applied to any change process that you're experiencing.