MC_ChangeManagement_grp4

8/6/2019 MC_ChangeManagement_grp4

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Communication

The Key to Change Management

Submitted by:

Group 4

Ankit Arora Ankit MalikAnkita

Mukherjee

Ansa Mary

Ephraim


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Agenda

What What is change management?

Why Why is communication important?

Whom Whom to communicate change to?

How How to communicate change?


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What is Change

Management A structured approach to transitioning individuals, teams and organizations from a

current state to a desired future state

According to 2009 edition ofBest Practices in Change Management, the topchange management contributors to success

1. Active and visible executive sponsorship

2. Frequent and open communications around the need for change

3. Structured change management approach

4. Dedicated resources and funding for change management

5. Employee engagement and participation

Examples of Organizational Change

Strategic changes

Technological changes

Structural changes

Changing the attitudes and behaviors of personnel


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Gentle persuasion is

more effective than

force

Lead by

example

or you'll notchange

people

No single change

can please

everyone -

everyone wants

something

different

The need

for

tolerance -changer or

'changees'

Enforced

change

might is right

Change being

provoked by

pressure or

necessity.

Change management is not new


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Why is communication

important?

Range Complex Fire Department: Case Study on Strategic

Management of Change Through Communication


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Introduction

Problem: Ineffective communication and implementationof change

Objective: To evaluate if the change is communicated and implemented.

To measure employees resistance to change.

Methodology: Questionnaires for

Measuring resistance to change

Identifying degree of opportunity orientation

Survey of employees to analyze frequency and effectiveness ofcommunication

Interview with Change Management Consultant


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Results

ModeratelyType O

88%

Highly

Type O10%

ModeratelyType

%

Personality Type

ModerateR

esistance4%

StrongR

esistance4%

Willingness to

Comply31%Moderate

Support3%

StrongSupport

38%

Reaction to Change


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Results 74% not included in discussions prior to change

50% said change policies are not communicatedeffectively

44% said organization goals, visions and objectives arenot communicated effectively

64% never served any committee for newprogram/policy change

69% not familiar with Change Management Model

RCFDSurvey

Human side of change is the most neglected

Importance of communicating to employees

Using milestones or small wins as usefulapproaches

CMM can take the focus away from the humanelement

Interview


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Whom to communicate

change to?

Lessons on Change Management

Whom to communicate Change?


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The Story

4 characters in a maze

Sniff and Scurry

littlemice, Hem and Haw little

men

On the run for cheese, till

they find it in the maze Enough for all!

And then one day the

cheese disappears


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SNIFF & SCURRY

Simple brains- use trial and error

Rely on good instincts

Move on quickly

SNIFF:

Sniff out changes in the market place

Identify changes as well as possible new products

SCURRY:

Gets things done, takes action immediately

Direction needs to be monitored


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HEM & HAW Complex brains full of beliefs and emotions

Thinking can get clouded

HEM

Its NOT FAIR

Denies and resists change in fear of something worse

Stay and wait

HAW

Hesitant initially, but exerts himself finally

Open-minded enough to learn something new and adapt


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H

ow to communicate Change?Principles of change management


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Managing Change


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Phases of Change

Denial Resistance Exploration Commitment


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Denial Phase

Numbness

Indifference

Ignoring Change Withdrawal

Characteristics

Confront Compassionately

Deal Face to Face

Give Rationale Repeat Often

LISTEN !!!

Role ofCommunication


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Resistance


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Resistance Phase

Anger

Self-doubt

Frustration Fear

Anxiety

This wont work attitude

Insecurity

Complaining

Characteristics

Listen without judgment orneed to fix

Acknowledge emotionalimpact

LISTEN SOME MORE!!!



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Exploration Phase

Focus on future

Solve problems Begin to seeopportunities

Question

Characteristics

Involve people

Help let go past Stimulate and inspire

Ask forIdeas



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Commitment Phase

Express

Confidence in newways

Help others

Take initiatives to

improve things

Characteristics

Acknowledge hard

work and progress Reward and

recognize

Give feedbacks



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Guidelines Build a memorable, conceptual framework

underpinning the change

Clearly communicate the vision, themission, and the objectives of the change

Communicate consistently, frequently, and

through multiple channels Engage People in discussions, LISTEN !!!

Publicize rewards and recognition forpositive approaches


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Take-away

Different people react differently tochange

Everyone has fundamental needsthat have to be met

Change often involves a loss, andpeople go through the "loss curve"

Expectations need to be managedrealistically

Fears have to be dealt with

Five keyprinciples

Be open and honest about thefacts - No Speculations

Ensure Information disseminationis efficient and comprehensive

Support their decision making byproviding coaching, counselling orinformation

Follow Good managementpractice such as making time for

informal discussion and feedback

Tips toapply


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References

http://www.usfa.dhs.gov/pdf/efop/efo29958.pdf

http://www.businessballs.com/changemanagement.htm

http://www.selfimprovementsguide.com/communication/ca

se-studies-of-business-communication-skills.php

http://findarticles.com/p/articles/mi_m1038/is_n5_v36/ai_1

4723295/pg_6/?tag=content;col1

http://www.negotiations.com/case/business-relationship/

http://www.teamtechnology.co.uk/changemanagement.htm

http://www.sparkplugging.com

http://www.cartoonresource.com


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Questions

Documents

MC_ChangeManagement_grp4