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CHANGE MANAGEMENT STRATEGIES AND ROLES

The Change Strategy


The change strategy should:
Recognize the key players in the change process Note who are the real decision makers, influencers, supporters and resistors Identify the silent majority, the vocal minority and the inconsequentials Address how each group is related in the organizational hierarchy and how and in what priority they should be dealt with Document the nature of the change Define critical objectives measurements Establish measurable outcomes and acceptable levels of achievement for each objective Document managements will and corporate values with respect to: The method of introducing change How to deal with acceptors and resistors The level of effort that is spent on attempting to change attitudes vs. getting the job done The level of investments that the organization can afford to have people feel comfortable Decision making and assuming risk.

Analyzing Change
The ultimate vision to be achieved: What, why, who supports it? The intended change: What is to be introduced in order to achieve the vision?
2007 Business Defined.net 6163 Clinton St. Boise, ID 83704 Page 1 of 5 Voice #: 208.378.0994 Fax #: 866.451.5833 Created by Scott Beltz www.businessdefined.net

CHANGE MANAGEMENT STRATEGIES AND ROLES


Complexity: Technical, human, level of investment required? Flexibility vs. formalization: What has been the track record for previous change? Locus/Nature of decision making and power? Organizational readiness: Peoples attitude, politics, motivation? Expected internal and external outcomes: Fully defined and understood? Time available Committed champions Pockets of resistance Dedicated resources Risk: How much, is the change worthwhile?

The Role of the Leader


Convince people Delegate to others and hold them accountable Be a facilitator Understand what is excellent Deal at the imagery level as well as the tangible. People respond to images, visions and emotions Establish the values and ensure that they are observed Strive for full partnership in the implementation process
2007 Business Defined.net 6163 Clinton St. Boise, ID 83704 Page 2 of 5 Voice #: 208.378.0994 Fax #: 866.451.5833 Created by Scott Beltz www.businessdefined.net

CHANGE MANAGEMENT STRATEGIES AND ROLES


Tolerance for ambiguity Influence people People orientation that governs every act Be a dictator who makes things happen!

The Characteristics of the Leader

Risk taker Problem solver Changing Builder Street Smart

The Role of the Champion


Manage the implementation of change project Task individuals, ensure accountability Deploy resources Exercise quality control on deliverables Plan and schedule work Deal with affected parties, help modify behavior, gain acceptance for change

2007 Business Defined.net 6163 Clinton St. Boise, ID 83704

Page 3 of 5 Voice #: 208.378.0994 Fax #: 866.451.5833

Created by Scott Beltz www.businessdefined.net

CHANGE MANAGEMENT STRATEGIES AND ROLES


The Characteristics of the Champion

Expert, finely honed skills, particularly in interpersonal relationships and the management of people Respected by peers and subordinates for decisiveness and accomplishments Fully committed to and consumed by the cause Understands not just what people know, but how they do what they do Known for tactical and political skills in getting things done Embraces innovation Plans, perseveres and controls performance

The Management of Change Unit (MCU)


Purpose: 1. To help reduce the human and administrative barriers in designing and implementing cost effective incremental or frame-breaking changes. 2. To ensure that changes are implemented in a systematic fashion taking into consideration their impact on people and operations, so as to minimize disruption, inconvenience and human anxiety. Role: To support the planning and scheduling of activities and the day-to-day monitoring of progress and use of resources

2007 Business Defined.net 6163 Clinton St. Boise, ID 83704

Page 4 of 5 Voice #: 208.378.0994 Fax #: 866.451.5833

Created by Scott Beltz www.businessdefined.net

CHANGE MANAGEMENT STRATEGIES AND ROLES


To assist the co-ordination of the work effort and the related products of leaders ultimately responsible for the design and implementation of change To facilitate the resolution of issues and conflicts To maintain close communications with the affected communities and monitor their state of readiness to accept and implement change and to suggest appropriate enhancements To plan and develop programs to enhance communications with the affected user.

Characteristics of the MCU


Flexible in staffing (needs to be fluid) Clout (establish mission and critical values) Ability to communicate Ability to facilitate the conflict resolution process Ability to measure attitudes throughout the process

2007 Business Defined.net 6163 Clinton St. Boise, ID 83704

Page 5 of 5 Voice #: 208.378.0994 Fax #: 866.451.5833

Created by Scott Beltz www.businessdefined.net

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