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Jack Smalley, SPHR
Director, Human Resources
Managing Organizational Change
• If you experience challenges joining the visual portion of this meeting, please call Microsoft Live Meeting Support at (866) 493-2825 and reference “Express” as the conference center and “3RKT23” as the ID.
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• If you would like to access a recording of today’s session, contact your local Express office. The recording will beavailable next week.
Below is information to ensure that our meeting is productive and enjoyable.
Ten Business Drivers for Organizational Change
• 2009/2010 recession
• New leadership
• Move to shared services
• Outsourcing
• Mergers/acquisitions
Ten Business Drivers for Organizational Change
• Downsizing/rightsizing
• Going for growth
• Under new management
• New technology
• Going public
• 95% of companies are going through organizational change
• 30% are due to change in upper management including HR
• Why organizational change fails 60% of the time
Interesting Facts
1. Structural
2. Cultural
3. Process
4. Cost-cutting
5. Leadership
Top Five Types of Change Initiatives:
For Organizational Change To Be Effective You Must Have:
• Leadership– Don’t waste time waiting for orders– Effectiveness depends on credibility – Admit mistakes– Team reconstruction bogs down when
employees stop believing in leaders
20-50-30 Rule
• 20% of employees are “change friendly”
• 50% of employees are “fence sitters”
• 30% of employees are “resisters”
• The “resisters” make the most noise and require the majority of your time
• Spend your time wisely with the “fence sitters”
For Organizational Change To Be Effective You Must:
• Seek opportunities to involve your people– Find an immediate role for the 20% “change
friendly” group– Use your employees for the design phase
For Organizational Change To Be Effective You Must:
• Analyze your people assets– Identify subject experts– Mix together right combinations– Spread out the talent– Surround yourself with the best and most
trusted employees– Re-recruit your keepers
Competencies Needed to Lead Change
• Integrity• Honesty• Trust• Communication skills• Presentation skills• Leadership skills
Competencies Needed to Lead Change
• Proven track record• Ability to win over peers• Relationship skills
- Know your audience
- Get out of your office• Financial and metrics knowledge• Conflict resolution
Your Role in Communicating Change
MANAGE IT FROM BEGINNING TO END
Change initiatives usually fail due to poor communication which breeds conflict
Your Role in Communicating Change
Communicate everything– Often– Good news– Bad news– Dispel rumors– “ME” issues– Avoid promises
Key Points to Managing Change Communication
• Don’t surprise employees
• Give employees a voice
• Communicate change timely and thoroughly
• Ensure effective manager-subordinate relationships
• Deal quickly with conflict
Resistance to Organizational Change
• Most resistance dies out once employees believe change is finished
• Softening your position stiffens the resistance
• Actions speak louder than words- Resisters beware- It’s time to get on board
Wear Your Commitment on Your Sleeve
Be prepared for resistance from:• Above• Sideways• Below
*Don’t assume they believe your mission.
Resistance
Upcoming Webinars
• Visit www.expresspros.com/webinarregistration to register for Express’s upcoming webinars.
• September 11
- Leading in Turbulent Times