Analysing your immunity to change Instructions for filling out this template Read more about managing immunity to change 1. Commitment (your improvement goals) 2. Actions to achieve your goal 3. Doing / not doing 4. Competing commitments 5. Big assumptions What is the goal? What are some of the actions you could take right now to progress this project? What are you doing, or not doing, that is preventing you from reaching your goal? Worries: The worries section should contain a statement of what you or the team fears most if people did the opposite of what is listed under doing/not doing. Brainstorm all the possible assumptions that might be contributing to your competing commitments. What will the benefits be to your team, department, stakeholders and citizens of South Australia? What are some of the actions your team and colleagues could take right now to progress this project? Keep the behaviours concrete. Be honest, and “tell on yourself”. Try and list as many items as possible here, even small things. Everything you enter in this column should provide a picture of how your team is currently working against your goal. Resist the temptation to explain why – just record the behaviours. This provides the raw material for the team’s competing commitments. Competing commitments: What commitments protect the team from the fears listed in the worry box? Your commitments should make some or all of the obstructive behaviours in the previous column seem sensible. You may notice straight away that some of these assumptions are not true or are out-dated. Some you may be less clear about. Your big assumptions should make the commitments and worries of the team seem inevitable. 1. Commitment (your improvement goals) 2. Actions to achieve your goal 3. Doing / not doing 4. Competing commitments 5. Big assumptions e.g. We want to transition to an online, self-service model for citizens to access key government services online. e.g. We could look at similar services across government and learn from their project and change management experience e.g. We do not actively support the project. e.g. e.g. We are going to lose control People will feel more informed. The community will have greater access to government services. We will have a more agile and responsive service delivery model. assign responsibilities in the group for progressing the research and development of the project We do not provide the information the team needs to deliver the change in a timely and effective manner. We retain many of the old manual processes and review points (annulling the time efficiencies of online services). Worries: We don’t want to be associated with a large change that may not be successful. We are highly risk adverse and feel we can ‘wait this change out’. We are apprehensive to becoming the source of public scrutiny. We don’t want to be replaced by technology. Competing commitments: We are committed to: protecting ourselves maintaining the status quo, where we know our role and future is certain leaving things as they are, even if they are not working avoiding conflict. We are going to lose our jobs. The public will make mistakes and generate greater problems.