Change Management Would be Easy if People Weren t Involved! Topics of Discussion

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1 Change Management Would be Easy if People Weren t Involved! Gina Abudi, MBA Topics of Discussion Impact of change on the individual and the organization Impact of cultural differences on managing change The benefits of focusing on the people side of change A process for managing expectations around change Engaging others in change 2 Copyright 2015 Abudi Consulting Group, LLC 1

2 Change Management Focus Two areas: Managing changes required for the project Managing stakeholder s expectations around change Most difficult and challenging, as well as the most time required and skill needed is in: Managing stakeholder s expectations around change. 3 Two Approaches to Accepting Change LOGIC Hard data (financial information, industry data, market trends) Appeal to the logic good of the org Formal environment Use charts, graphs, spreadsheets EMOTIONS Tell a story/present a scenario Help others to see the future (vision) Appeal to emotions Engage through enabling visualizing benefits/value Informal environment 4 Copyright 2015 Abudi Consulting Group, LLC 2

3 Change enables organizations to Reduce time-to-market for products and services Increase productivity Meet long term strategic goals Better focus on the customer and their changing needs Improve performance and organizational culture Be more creative and increase innovation Utilize resources more efficiently 5 Individuals react to change depending on a number of factors New skills required to be successful in their role Fear of the unknown/lack of training/job loss Personal history around change initiatives Insufficient information about the change A we always do it this way mentality Disruption in the daily routine What else is going on outside of the workplace Insufficient tools and technology to implement the change 6 Copyright 2015 Abudi Consulting Group, LLC 3

4 Five Stages Individuals Move Through Adapting to Change Change Management: The People Side of Change; Hiatt, Creasley; The Impact of Change Understand impact real or perceived of change to engage and get commitment Determine champions and resisters Consider: How have change initiatives been communicated in the past? What channels of communication were used? What else is happening that may impact this change? Are the right people involved? 8 Copyright 2015 Abudi Consulting Group, LLC 4

5 The Impact of Cultural Differences Individualism and collectivism Uncertainty avoidance Power distance An understanding of the dimensions of culture = more effective engagement of your stakeholders. Geert Hofstede, Cultural Dimensions Theory 9 Stakeholders Behavior What is the current behavior of the stakeholder group: Resistant How do you know? What is the root cause? Indifferent How do you know? How can you generate excitement? Positive Build on it! Use what you know about stakeholders to build effective communication plans to reach each group. 10 Copyright 2015 Abudi Consulting Group, LLC 5

6 Engage in Conversation What may or may not work with the initiative? What do they want to know to alleviate concerns? What does success look like to them? Engage stakeholders in formal and informal conversations to overcome obstacles and increase engagement and support of change initiatives. 11 Focus on the People-Side of Change Benefits are many and include: Building trust and stronger relationships More champions Increased engagement and involvement Support and commitment for the initiative Critical to project success! 12 Copyright 2015 Abudi Consulting Group, LLC 6

7 Are You the Best Person to Lead Change Initiatives? Positive attitude Excited about new opportunities Strong communicator Informal power Good listener Emotional intelligence Are you able to get behind the change yourself? Or, is this just the project you have to lead at the moment? 13 A Simple Process STEP 1 STEP 2 STEP 3 All steps should occur prior to, and into, the early start of your project initiative to increase success. 14 Copyright 2015 Abudi Consulting Group, LLC 7

8 Step 1: Evaluating Change What is the scope off the change? Are those impacted ready for change? Large scale and complex; impacts most all business functions; requires employees to dramatically change how they work. Type of Project Complexity Moderate in scale; impacts several functions; requires new skills and behaviors of employees. Small scale; impacts only 1 or 2 functions; requires minor changes to how employees will do their work. 15 Create a Comfortable Environment Communicate the value Benefits to the organization Benefits to the individuals Share the vision The impact of past change initiatives will impact the perception of future change initiatives. 16 Copyright 2015 Abudi Consulting Group, LLC 8

9 Initial focus: Step 2: Prepare for Change Consideration of project transition and training needs Socialize initiative and engage stakeholders early on Consider what communication activities: Were most/least successful in past initiatives Would help to reach the widest audience Are important when a large group of people must be brought along 17 Step 3: Plan for Change Stakeholders should be empowered and engaged Ensure understanding of what is happening and why Know what is the impact on stakeholders Continue to communicate in a variety of ways formal and informal Use technology to engage: Teleconference Videoconference Virtual meetings Collaboration sites 18 Copyright 2015 Abudi Consulting Group, LLC 9

10 Summary The people side of change management is essential to success The complexity of the change dictates the amount of investment you will need to make Focus on two approaches: logic and (even more importantly!) emotions Understand how others perceive/react/are impacted by change to better manage expectations 19 Contact Information Gina Abudi, MBA Phone: +1 (603) Website: Blog: What are your questions? Download templates, white paper and handout from: 20 Copyright 2015 Abudi Consulting Group, LLC 10