Managing Change

Awareness of the LandscapeManaging Change:

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Session AGENDA

• Experiencing Change• Change versus Transition• Types of Change• Planning for Organizational Change• Implementation and Assessment

Managing Change Agenda

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Change alone is eternal, perpetual, immortal. - Arthur Schopenhauer

Experiencing Change

• Change is experienced at the personal level – Whether one is at home,

at work or volunteering

– Whether others around one experience it or not

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Organizational Culture• What is the culture of

your organization?

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Culture Defined: Accepted norms and behaviours that describe how “we” work.

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1. Identify past experience with change

2. Determine tolerance for change

3. Who has been through change before?

4. Who will lead / hinder change?

Change History and Potential

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You often…1. Make it happen, identify the areas and possibilities

for change2. Help it happen, work with the process for the change3. Let it happen, passive participation in the process for

change4. Oppose it from happening, need to have proof for

the need for change5. Never change, will work to ensure there is no change

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Where do you see yourself?

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The Change Curve

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Change is an event. It…• is situational;• is external to us;• happens to us and; • starts with something new.

What is Change?

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Transition is a gradual psychological process. It… • happens inside of us; • is invisible; • starts with an “end” or “giving things up”.

What is Transition?

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Three Phases of Transition

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Change•External event•Happens to you•Can be marked on a calendar•Starts with something new

Comparing the Two

Transition•Internal event•Happens within you•Doesn’t happen overnight•Starts with something ending

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Types of Change: Cyclical

• Big stir at beginning• Goes back to what it

was

Example: Operation Budgets

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Types of Change: Structural

• Things do not go back to the way they were• Produces some

change

Example: New staff or administration system

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Types of Change: Transformational

• Shift in organizational culture• Results in significant

change

Example: Merge of programs, shift in service emphasis

Change is all around us.

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1. Why is change being considered? 2. What is motivating the change?3. Where is change being considered?4. When will the change be implemented?5. Who will be impacted by the change?

Five W’s of Change

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Begin at the Beginning

• Bridge the gap with clear communication• Develop a plan to plan for

change

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Think Inside the Box

• Determine tolerance for change

• Identify organizational stressors

• Develop engagement strategies

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“Fortune favours the prepared mind.”- Dr. L. Pasteur

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Support the achievement of successful change management

Plan Objectives: S.M.A.R.T

• Specific• Measurable• Agreed Upon• Realistic• Target Date

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Collecting Information

• Who should be involved?• How should they be

involved?• What are the timelines?• What fiscal and human

resources are required?

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Plan Implementation

• Who is responsible?• What is the timeline?• How will it be communicated?

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After implementation…

Change must be monitored.

• What is the cycle for review?• What are the benchmarks?• How will impact be measured?

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Always remember, the future comes one day at a time. - Dean Acheson

Awareness of the LandscapeManaging Change:

The material contained in this presentation is for information purposes only.

This concludes the presentation.