Organizational Change
“It’s not so much that we’re afraid of
change, or so in love with the old ways, but
it’s the place in between that we fear… it’s
like being between trapezes. It’s Linus when
his blanket is in the dryer. There’s nothing
to hold on to.”
- M. Ferguson
Agenda
IDENTIFY GAPS IN THE TRANSITION
P R O C E S S A N D T H E R E A C T I O N F R O M S TA F F
A S S O C I AT E D W I T H T H O S E G A P S .
L I S T C O M M U N I C AT I O N S T R AT E G I E S
WHERE THERE ARE GAPS.
The 5 Elements of Organizational Change
Developing corrective actions
If the gap is:
Corrective actions:
Vision
Management communicates about the
business reasons for change (why, risk of not
changing, drivers of change). What is the
long term Vision for the Project.
Motivation
Look for pockets of resistance and identify the
root cause; discuss your desire for resisting
the change.
Developing corrective actions
If the gap is:
Corrective actions:
Skills
Training on how to change and the skills
needed after the change
Resources
On-the-job training and job aides to support
the new behaviors; One on One Coaching;
Troubleshooting tips and techniquies
Plan
Messages by senior leaders and
supervisors that the change is here to stay;
Project details, status and progress
updates, milestones
Let’s Play a Communication
Game
Your Role in Leading
Organizational Change