In this video I’ll share with you key considerations best practice tips and hints to enable you to effectively manage change in your organisation.
Hello, Stephanie here from Toojays training and in this short how-to video I just wanted to talk to you about change management and share some best practice tips and hints that we’ve obtained in helping organisations, teams and senior leaders implement change into their organisations.
Now there’s a lot of theories and models out there and it only takes a quick google search to be inundated with them.
Whether it’s Kotter’s 8 steps , bridges or whether you’re reading about cheese or icebergs, let us help you make sense of it all!
Quite simply it doesn’t matter which model you subscribe to there are just three things you need to understand and work on. These are:
1. Define the change
2. Applying process to the change and
3. Removing resistance to the change which is all about the people impacted by the change.
So let’s start with number one defining the change.
There are four types of change:
Imposition is change that is imposed upon you or your organisation. The initiative comes from someone else and it means we have to alter our way of doing things to comply with these outside requirements. Examples might be legislative changes and new rules.
Adaptation is where there’s a need to alter or change behaviour or attitudes at the request of others. Examples are changes to attitudes and beliefs which may have been acceptable in the past or taking a business orientation rather than a public sector one.
Growth is where we’re responding to opportunities for developing ourselves. Examples might be acting upon a temporary basis or job changes.
Creativity is change brought about through innovation and new ideas of working and trying new ways. Being clear on what type of change you’re dealing with helps you apply the process and that leads us up to number two applying a process.
Let’s stay away from those management theories for a while and focus on just one simple equation.
The change equation. Now C stands for change.
Change happens when the sum of motivation to change and the direction plus the first actionable step is greater than the resistance to change. So let’s look at that in a bit of detail.
Motivation to change is about you as the change manager creating it! You need to create a ‘burning’ platform. That is to say you need to explain to people why they need to change. What’s happening. Why they need to move. Rather than staying on the burning platform… Ow!!!
Now it’s not in their interests to do nothing, they need to change. The direction is explaining the future state.
Where are they going? What is the end goal that they’re trying to achieve with the change being implemented? People need to know what their destination is for their journey they are about to embark upon so you need to make sure you clarify it and paint a clear picture for them so that they know when it’s achieved.
Actionable steps is about explaining to individuals what specifically do they need to do. What are the first actionable steps they need to take giving individuals. Clarity on what it is you need them to do first. What are
your expectations of them?
Now all of those need to be greater than the resistance to change. That leads us on to the R of resistance.
Removing resistance to change
People resist change for a number of reasons and these are often linked to the emotions around change. Kubler Ross’s change curve explains very eloquently the emotional states that people go through when faced with change from shock denial moving through to apathy and eventually experimenting with the change to hopefully finally welcome the change.
As a change manager you need to be aware of these stages and ensure you’re applying the appropriate empathy, leadership and communication that is needed at each stage to help people transition through the curve.
A lot of that transition process is also linked to other reasons people resist change and those are that they feel that they have no control.
They’re not involved or they’re not informed but ultimately they can’t see the WIIFM factor – the what’s in it for them. They don’t understand why they should come on board with the change.
Now if you can: inform, involve, communicate, if you can explain the benefits and if you can show empathy to the emotions that people are going through on the change curve process then there’s a greater chance that you can make that change equation work in your favour by providing that burning platform.
By providing the direction and the clarity of goal and explaining the first actionable steps as well as looking to inform educate and involve to reduce the resistance towards change all of these things together make the change equation work.
So there you have it, a short informative video on the principles of change management. We hope you enjoyed it and found it useful and if you would like more information then do contact us on the link below or visit our website www.toojays.co.uk and don’t forget to subscribe to us on our YouTube channel where you can see more how-to videos just like this.
We look forward to seeing you in our next video.