LHRD 3071 Gibbons

Spring 25: final

Change Management

Guiding individuals/organizations through transitions to improve performance or adapt to new conditions (Kurt Lewin).

Planned Change

Deliberate improvements like leadership changes or tech advances.

Unplanned Change

A response to external forces.

Lewin’s Change Model: Unfreeze

Preparation phase: create urgency, challenge mindsets, overcome resistance, involve stakeholders.

Lewin’s Change Model: Change

Implementation: communicate vision, provide support, empower action, monitor progress.

Lewin’s Change Model: Refreeze

Solidify changes: establish new norms, celebrate success, institutionalize change.

ADKAR Model

Awareness, Desire, Knowledge, Ability, Reinforcement - a model for individual change management

Transition State

The phase of organizational change involving moving to a future state. Often the hardest stage.

Absence of Trust

One of the Five Dysfunctions of a Team. Overcome by sharing experiences and building credibility.

Fear of Conflict

One of the Five Dysfunctions of a Team. Avoiding it leads to artificial harmony and poor decisions. Productive conflict is necessary.

Lack of Commitment

One of the Five Dysfunctions of a Team. Without open debate, people won’t buy in. Teams need clarity and involvement.

what is one way to fix Avoidance of Accountability

Teams should set clear standards and timelines.

Inattention to Results

One of the Five Dysfunctions of a Team. Teams must focus on collective results and reward contributions toward those results.

Training Needs Assessment

Determines if training is needed when there is a gap in skills or knowledge.

Force Field Analysis

Tool to weigh driving vs. restraining forces behind a change goal (Lewin).

ADDIE Model

A framework for instructional design

Kirkpatrick’s Four-Level Evaluation

A model for evaluating training effectiveness: Reaction, Learning, Behavior, Results.

Jeff Haitt

Created the ADKAR model

A in ADDIE

Analyze

Kirk Lewin

Defined Change Mangement

1st D in ADDIE

Design

2nd D in ADDIE

Develop

I in ADDIE

Implement

E in ADDIE

Evaluate

what step is missed is most overlooked in ADDIE?

A: Analyze

When dealing with the Kirkpatrick four levels of evaluation, which steps are mostly overlooked?

3 & 4: Behavior, Results

When dealing with the Kirkpatrick four levels of evaluation, which steps are highly focused on?

1 & 2: Reaction & Learning

Who is considered the father of Adult Learning Theory? (andragogy)

Malcolm Shepherd Knowles

1 of Knowles’ five assumptions of adult learners

Self-Concept – Adults move from dependence to self-direction.

1 of Knowles’ five assumptions of adult learners

Experience – Adults use their accumulated life experiences as a resource for new learning.

1 of Knowles’ five assumptions of adult learners

Orientation – Adults focus on learning that helps solve real-world problems with immediate application.

1 of Knowles’ five assumptions of adult learners

Motivation – Adults are primarily motivated by internal factors.

1 of Knowles’ five assumptions of adult learners

Readiness – aligned with social roles and developmental tasks

What is the purpose of the Reaction level in Kirkpatrick’s model?

to gauge immediate learner response to the session, instructor, materials, and venue.

What is a typical classroom check for the Reaction level?

Quick survey or "smile sheet."

What is a common limitation of the Reaction level?

Superficial snap judgments.

What is the purpose of the Learning level in Kirkpatrick’s model?

To measure knowledge, skill, or attitude gain against training objectives.

What are common methods to assess the Learning level?

Test, quiz, teach-back, or demonstration.

What is a common limitation of the Learning level?

Requires significant design effort and cost.

What is the purpose of the Behavior level in Kirkpatrick’s model?

To connect training to bottom-line business metrics.

What are examples of measuring the Results level?

Profit increase, defect reduction, improved customer scores.

What is a common limitation of the Results level?

Difficult to prove causality between training and outcomes.

What is the myth? "An annual review is enough."

Frequent feedback guides improvement and prevents ongoing poor behavior.

What is the myth? "Feedback always works."

Reality: Timing, specificity, accountability, and support determine impact.

What is the myth? "Poor performance is always the worker’s fault."

Reality: Vague objectives, missing resources, and inadequate supervision contribute to poor performance

What is the myth? "Everyone is judged fairly."

Reality: Bias and discrimination appear without objective metrics.

What is the myth? "Stars need no review."

Reality: High performers require stretch goals and coaching to stay engaged.

What is the Halo error in performance ratings?

One positive trait colors all ratings.

what is the quick fix for halo error?

Use several raters.

What is the Leniency or Severity error in performance ratings?

Rater scores everyone too high or too low.

what is the quick fix for Leniency or Severity error in performance ratings?

Use comparative methods plus multiple raters.

what is the overall quick fix for all errors

multiple raters

What is the Central Tendency error in performance ratings?

All ratings cluster in the middle, avoiding highs and lows.

what is a quick fix for Central Tendency error in performance ratings?

Use comparative methods plus multiple raters.

What is the Recency or Primacy error in performance ratings?

Latest or first impression dominates the rating.

what is a quick fix for Recency or Primacy error in performance ratings?

Keep notes and schedule frequent reviews.

What is the Similarity or Contrast error in performance ratings?

Bias toward people who are similar or different from the rater.

what is a quick fix for Similarity or Contrast error in performance ratings?

Provide bias training and use multiple raters.

What is Affective Commitment and its core driver?

Emotional attachment and identification with the organization.

What is the Behavioral Clue for Affective Commitment?

Stays because they love the work—even for less pay.

What is the Behavioral Clue for Normative Commitment?

Stays to shield the team or out of loyalty.

What is the Behavioral Clue for Continuance Commitment?

Stays for pension or benefit security.

What is Normative Commitment and its core driver?

A felt obligation to remain with the organization.

What is Continuance Commitment and its core driver?

Fear of loss—economic or social.

What is the quick indicator of Inattention to Results in a team?

Team goals are sacrificed for individual status or ego.

What is the quick indicator of Avoidance of Accountability in a team?

Deadlines slide because peers do not challenge each other.

What is the quick indicator of Lack of Commitment in a team?

Meetings end without clear decisions or deadlines.

What is the quick indicator of Fear of Conflict in a team?

Surface harmony hides silent dissent.

What is the quick indicator of Absence of Trust in a team?

Withholding weakness or mistake information.

What are the four criteria to prioritize training needs?

Legal or regulatory demand, executive pressure, business impact, and the number of people needing the skill.

When does a training need exist?

When an employee lacks the knowledge or skill required to meet a performance standard. Lack of execution due to will or motivation is not solved by training.

What does ADDIE stand for?

Analyse, Design, Develop, Implement, Evaluate.

What is Force Field Analysis in change management?

Diagramming driving and restraining forces, scoring their strength, and proposing actions to tip the balance.

What are the stages of ADKAR?

Awareness, Desire, Knowledge, Ability, Reinforcement

What are the stages of Lewin's Change Model?

Unfreeze, Change, Refreeze.

Who is considered the father of Adult Education in the U.S. and promoted the theory of andragogy?

Dr. Malcolm Knowles

Who said, “Leadership is solving problems…” and emphasized trust between leaders and followers?

Colin Powell