E. 5.4 Steps Towards Org Change

Creating Readiness & Overcoming Resistance

Ways of Motivating Change

Creating Readiness for Change

Creating a felt need for a change by making people so dissatisfied with the status quo

Technical Resistance

Resistance stemming from issues related to the practical, operational, or technical aspects of the change

Political Resistance

Resistance driven by concerns about power, influence, resource allocation, and personal or departmental self-interest

Cultural Resistance

Resistance rooted in the deeply ingrained values, beliefs, norms, traditions, and shared assumptions that characterize an organization’s culture

Empathy and Support, Communication, & Participation Involvement

3 Major Strategies for Dealing with Resistance to Change

Creating a Vision

Provides valued direction for designing, implementing, and assessing organizational changes

Developing Political Support

Garnered by assessing change agent power, identifying key stakeholders, and influencing them

Activity Planning, Commitment Planning, Change-Management Structures, & Managing Learning Process

Ways of Managing the Transition

Activity Planning

Way of managing the transition by breaking down the overall change initiative into specific, manageable tasks, activities, and milestones

Commitment Planning

a proactive process focused on identifying key stakeholders and developing strategies to gain their active support, buy-in, and commitment to the change

Change-Management Structures

The formal and informal organizational arrangements, roles, and teams established specifically to lead, manage, and support the change effort

Managing Learning Process

Focuses on ensuring that individuals and the organization acquire the necessary knowledge, skills, and behaviors to operate effectively in the new future state/change

Sustaining Momentum

Done by building a support system for change agents, developing new competencies and skills, reinforcing new behaviors, and staying in the course