Executive Blueprints, Inc :Executive Blueprints, Inc Change Management An Executive Perspective By Louis W. Mehrmann


Change Management Index :Change Management Index 1. Rule 2. Challenge 3. Reaction to Change 4. Reaction Cycle 5. Introducing Change 6. Cause for Change Resistance 7. Pre-Planning for Change


Preparation :Preparation To get the most of this tutorial, we suggest that you prepare with writing instruments and your canvas (blank paper) available as you follow along. You can document your personal ideas and observations as you follow the presentation. For best results, group participation or review is recommended. It is also suggested that you go through the entire process and then review what you have learned in practice. Look for this icon in the top right corner as a prompt for you to document your personal strategy canvas.


Rule :Rule For Every Change There Are Associated Costs Some Obvious Some Hidden


Challenge :Challenge Identify Potential Sources Of Hidden Costs Take Appropriate Action To Minimize Losses and


Reactions to Change (or)Anticipated Change :Reactions to Change (or)Anticipated Change People are affected by Change Individuals that resist change have usually developed a psychological barrier to change causing them to go through a reaction cycle which affects their productivity negatively, resulting in unanticipated “hidden costs” Individuals react differently to change with varying degrees of acceptance Some thrive on and actively seek change Some simply accept change Some resist change


Reaction Cycle :Reaction Cycle Change Introduction Shock Denial Anger Bargaining Depression Acceptance Expected Change Enhancement “EFFECT ON PRODUCTIVITY”


Introducing Change :Introducing Change Show need Involve Affected People Obtain Support of Individuals Develop a “Champion” Realistically Consider Consequences and Tradeoffs Reward Risk Takers Modify Organization or Technology Dramatic Demonstrations Shock Coercion


Resistance to Change :Resistance to Change Current Environment is Providing Personal Gratification Needs From Environment are Being Satisfied A Level of Competence Has Been Achieved A Set of Skills Has Been Developed Significant Time and Energy Has Been Invested Control – There is a Good Balance Between Needs and Competency “CHANGE” – Threatens Equilibrium Individual Begins to Question The New Situation Ability to Maintain Control Personal Competence New Skills Required Time and Energy Available


Pre-Planning For Change :Pre-Planning For Change Consider People Needs Psychological connection of need for competence Importance of maintaining equilibrium Anticipation creates anxiety and resistance 2. Analyze Gains and Losses Actual versus perceived Create dialogue with people involved 3. Maximize Stability Introduce change gradually Separate impact areas (work skills, power and social relationships) Where possible keep teams intact, keep job titles, stabilize offices Clarify goals, policy, strategies, direction Maximize supervision, dialogue, interaction Offer support and assistance Alternate change with stability Develop trust and confidence


Pre-planning for Change :Pre-planning for Change 4. Maximize opportunities for acquiring competency in advance of change Maintain skill currency thru training Provide development opportunities Provide long forewarning of change Involve personnel and solicit ideas Clarify the nature of the change Clarify new skill level expectations Provide time for skill development 5. Supply time and energy “equivalents” relieve persons from some duties Modify deadlines on trivial tasks Assign assistants Provide personal support Provide specialist, consultation support Allow for time off Do not release people immediately after changes


The Art of Progress :The Art of Progress THE ART OF PROGRESS: “Is to preserve Order amid Change and to preserve Change amid Order”


Test Change Process :Test Change Process Check these change process steps for effectiveness.


Review Change Process :Review Change Process When planning for change, do we consider people needs Have we analyzed gains and losses from the planned change Have we provided for a stabilized environment Have we considered needs and opportunity for competency acquisition Have we provided for time and energy equivalents


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