Change Management
Change is when events occur that result in our normal
environments being altered, varied or substituted. This in
turn, requires us to do something differently.
Change is constant and with us all the time
Change varies in degree from a minor irritation to
something with major impacts
Change Management is the process of initiating,
implementing and embedding change
Projects and Change
All projects cause change
Projects
Change
Project Management and Change
Management are closely aligned
Communication Plans and Human Resource
Plans often include sections related to
Change Management
Change Management Phases
1.
Preparing for change - Ending
2.
Managing change - Transition
3.
Reinforcing change - Beginning
These can be incorporated into a project’s phases to
improve the chance of success
Prosci’s Change Management Methodology
Stages of Change
The change process is the progression from endings,
through transitions to beginnings
Endings
•
•
•
When change occurs,
some things come to an
end or things are done
differently. These
endings can be painful
and confusing
People must come to
terms with these
feelings before they can
move on.
If people are not able to
let go of the past, they
will take unnecessary
“emotional baggage”
into the new situation
Transitions
•
•
•
It is a time of keen
awareness of what is
ending and what is
beginning
People are vulnerable
and need support
networks to help them
move forward.
This is the time for
sorting out and getting
the right emotional and
attitudinal responses for
success in the new
situation.
Beginnings
•
•
People are now feeling
good about the change
and positive about the
future
True acceptance of the
change can take place
because uncertainty
should have ended, you
are now comfortable
with your surroundings
Commitment Curve
It represents the typical progression of a population of people as they
undergo a change. Progression up the curve is far from guaranteed
and often stops at Understanding.
Commitment
Commitment
It’s what I do
everyday and its
just part of my
daily role
Buy In
Understanding
Awareness
Contact
I have heard
about
this change
We have to get this
change in place and
working as its critical to
our business strategy
This change is supposed to deliver increased
performance by altering X and allowing us to do Y
This change is going to have an
effect on us in some way
Time
Transition process of change
The aim is to get the project team and stakeholders through the
transition period with a positive or accepting attitude
Uncertainty
Commitment
Depression
Creativity
Excitement
Innovation
Accomplishment
Anger
Anticipation
Learning
Transitions
Neutral Zone
Endings
Beginnings
Anxiety
Confusion
Relief
Resistance
Confusion
Frustration
Reservation
High Energy
Unsure
Ambivalence
Denial
Scepticism
Exploration
Time
.
Resistance to Change
When change comes people often don’t like it and may not
feel good
Resistance can block change unless people learn from it
Resistance provides information which can help change
move forward in a positive direction
For this to happen you must learn to engage resistance
and be energised by it
Similar impacts to conflict, can be both positive and
negative
How you resolve and manage the resistance factors will
determine the success, or not, of the end result
Resistance Factors
1. Loss of Control



Many individuals feel resentful when change is imposed on them
A sense of control is essential for the self esteem of most people
Imposed change can remove this sense of control, leading to stress
and an attempt to reassert control by overt or covert sabotage
2. Fear of the Unknown



When the future state is unknown, fear and subsequent resistance
can be generated
This is a particular problem in Transformational Change or very
large projects, where the change is so extreme or complex that most
people are unable to see their own personal future state
Not unreasonably this can lead to unwillingness to change
3. Self Doubt

In some cases individuals fear they wont be able to learn skills, or
conduct tasks as required in the new model can lead to resistance
Resistance Factors
4. Unexpected Change


People react negatively almost instinctively when decisions or
demands are placed upon them without any forewarning or
chance for preparation
An individual who has had no time to think through their reaction
will almost certainly react negatively and resist change.
5. Force of Habit


Many people are habitual in their nature and resent any break to
this routine
Change disrupt routines, causing insecurity and hence resistance
6. Ego


If something is to be changed, that implies the way it was done by
before by the people doing it was wrong or inferior
A surprising amount of resistance faced by change agents is due
to this.
Resistance Factors
7. Chaos Theory
 Changes occurring in a professional environment can have an
impact on a people’s personal life.
 Examples of this might be changes in location, work colleagues who
are personal friends etc.
8. Increased Work Load
 The implementation of change, and the actual change itself can
lead to increased workloads.
 An unwillingness or a simple physical inability to increase a
workload can be a cause of resistance
9. History
 A history of failed changes, or simple exhaustion from constant
change (often known as change fatigue) can cause resistance.
Characteristics of Resistance
Is
Is Not
Inevitable
Necessarily logical
A natural function of change
A sign of disloyalty
Manageable
Something to overcome or combat
An attempt to protect the individual point
of view
Aimed at an individual or to be taken
personally
A sign that something important has been Designed to discredit your competence
found
A sign that the potential for change exists
Indicative of poor performance
A sign of controlling the change process
A sign that the change process is out of
control
A learning process
Consequences of Not Changing
If the change is critical to the success of the project then
people who continue to resist may suffer the following –
 Increased personal stress
 Reduced results and job performance
 Reduced effectiveness
 Reduced efficiency
 Reduced job satisfaction
 Illness and absenteeism
 May be forced to leave
 May elect to leave