Examine a major change in your life

Examine a major change in your life, whether personal or work-related, that you found challenging and difficult to make.
( Death of 3 year old daughter to cancer)

2) Describe the situation in a paper of 1,000–1,200 words. Include the factors discussed in the module and how they affected your reactions to the change. Include a discussion of how these factors could have been used to make the change easier or smoother.
3) Refer to the assigned readings to incorporate specific examples and details into your paper.
4 ) Demonstrate understanding of the change process by describing a life change. Include the factors discussed in the module and how they affected your reactions to the change. Include a discussion of how these factors could have been used to make the change easier or smoother. Demonstrates thorough knowledge of the change process, factors that affect reactions to change, and how to make change easier. Clearly develops a strong analysis of the factors and how to use them to make change easier. Introduces appropriate examples.
5) Integrates information from outside resources into the body of paper. Supports main points with references, examples, and full explanations of how they apply. Thoughtfully analyzes, evaluates and describes major points of the criteria.
Embracing change to improve performance. Long-Term Living: For The Continuing Care Professional
Gruber, N., Darragh, J., Puccia, P. H., Kadric, D. S., & Bruce, S. (2010). Embracing change to improve performance. Long-Term Living: For The Continuing Care Professional, 59(1), 28-31.
Change Management – The Systems and Tools for Managing Change
Read the “Change Management – The Systems and Tools for Managing Change” page of the Change Management website.
Change Management:
The Systems and Tools for Managing Change

Scope of change management

Examine a major change in your life

This tutorial provides a summary of each of the main areas for change management based on Prosci’s benchmarking research with more than 3400 organizations over the last 15 years.
The purpose of defining these change management areas is to ensure that there is a common understanding among readers. Tools or components of change management include:
• Change management process
• Defining change management
• Readiness assessments
• Communication and communication planning
• Coaching and manager training for change management
• Training and employee training development
• Sponsor activities and sponsor roadmaps
• Resistance management
• Data collection, feedback analysis and corrective action
• Celebrating and recognizing success

Examine a major change in your life

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Change management process
The change management process is the sequence of steps or activities that a change management team or project leader would follow to apply change management to a project or change. Based on Prosci’s research of the most effective and commonly applied change, they have created a change management process that contains the following three phases:
Phase 1 – Preparing for change (Preparation, assessment and strategy development)
Phase 2 – Managing change (Detailed planning and change management implementation)
Phase 3 – Reinforcing change™ (Data gathering, corrective action and recognition)

Figure 1 – Prosci 3-Phase Change Management Process

The Prosci 3-Phase Process is available in two Do-It-Yourself options for immediate access to the methodology and tools:
– Change Management Pilot Professional: online option, $489 – order | learn more
– Change Management Toolkit: hardcopy option, $389 – order | learn more
Also presented in Prosci’s acclaimed 3-day Certification Program: brochure | see schedule

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Examine a major change in your life

Defining change management
It is important to note what change management is and what change management is not, as defined by the majority of research participants.
• Change management is not a stand-alone process for designing a business solution.
• Change management is the processes, tools and techniques for managing the people-side of change.
• Change management is not a process improvement method.
• Change management is a method for reducing and managing resistance to change when implementing process, technology or organizational change.
• Change management is not a stand-alone technique for improving organizational performance.
• Change management is a necessary component for any organizational performance improvement process to succeed, including programs like: Six Sigma, Business Process Reengineering, Total Quality Management, Organizational Development, Restructuring and continuous process improvement.
• Change management is how we drive the adoption and usage we need to realize business results.

Prosci’s definition of change management: Change management is the application of a structured process and set of tools for leading the people side of change to achieve a desired outcome.

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Examine a major change in your life

Readiness assessments
Assessments are tools used by a change management team or project leader to assess the organization’s readiness to change. Readiness assessments can include organizational assessments, culture and history assessments, employee assessments, sponsor assessments and change assessments. Each tool provides the project team with insights into the challenges and opportunities they may face during the change process.
• Assess the scope of the change, including: How big is this change? How many people are affected? Is it a gradual or radical change?
• Assess the readiness of the organization impacted by the change, including: What is the value- system and background of the impacted groups? How much change is already going on? What type of resistance can be expected?
• Assess the scope of the change, including: How big is this change? How many people are affected? Is it a gradual or radical change?
• Assess the readiness of the organization impacted by the change, including: What is the value- system and background of the impacted groups? How much change is already going on? What type of resistance can be expected?
• Assess the strengths of your change management team.
• Assess the change sponsors and take the first steps to enable them to effectively lead the change process

Examine a major change in your life

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Communication and communication planning
Many managers assume that if they communicate clearly with their employees, their job is done. However, there are many reasons why employees may not hear or understand what their managers are saying the first time around. In fact, you may have heard that messages need to be repeated 6 to 7 times before they are cemented into the minds of employees. That is because each employee’s readiness to hear depends on many factors. Effective communicators carefully consider three components: the audience, what is said and when it is said.
For example, the first step in managing change is building awareness around the need for change and creating a desire among employees. Therefore, initial communications are typically designed to create awareness around the business reasons for change and the risk of not changing. Likewise, at each step in the process, communications should be designed to share the right messages at the right time.
Communication planning, therefore, begins with a careful analysis of the audiences, key messages and the timing for those messages. The change management team or project leaders must design a communication plan that addresses the needs of front-line employees, supervisors and executives. Each audience has particular needs for information based on their role in the implementation of the change.

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Sponsor activities and sponsor roadmaps

Examine a major change in your life

Business leaders and executives play a critical sponsor role in change management. The change management team must develop a plan for sponsor activities and help key business leaders carry out these plans. Sponsorship should be viewed as the most important success factor. Avoid confusing the notion of sponsorship with support. The CEO of the company may support your project, but that is not the same as sponsoring your initiative.
Sponsorship involves active and visible participation by senior business leaders throughout the process. Unfortunately many executives do not know what this sponsorship looks like. A change agent’s or project leader’s role includes helping senior executives do the right things to sponsor the project.

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Coaching and manager training for change management
Supervisors will play a key role in managing change. Ultimately, the direct supervisor has more influence over an employee’s motivation to change than any other person at work. Unfortunately, supervisors as a group can be the most difficult to convince of the need for change and can be a source of resistance. It is vital for the change management team and executive sponsors to gain the support of supervisors and to build change leadership. Individual change management activities should be used to help these supervisors through the change process.
Once managers and supervisors are on board, the change management team must prepare a coaching strategy. They will need to provide training for supervisors including how to use individual change management tools with their employees.

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Examine a major change in your life

Training and training development
Training is the cornerstone for building knowledge about the change and the required skills. Project team members will develop training requirements based on the skills, knowledge and behaviors necessary to implement the change. These training requirements will be the starting point for the training group or the project team to develop training programs.

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Resistance management
Resistance from employees and managers is normal. Persistent resistance, however, can threaten a project. The change management team needs to identify, understand and manage resistance throughout the organization. Resistance management is the processes and tools used by managers and executives with the support of the project team to manage employee resistance.

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Examine a major change in your life

Data collection, feedback analysis and corrective action
Employee involvement is a necessary and integral part of managing change. Managing change is not a one way street. Feedback from employees is a key element of the change management process. Analysis and corrective action based on this feedback provides a robust cycle for implementing change.

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Celebrating and recognizing success
Early successes and long-term wins must be recognized and celebrated. Individual and group recognition is also a necessary component of change management in order to cement and reinforce the change in the organization.
The final step in the change management process is the after-action review. It is at this point that you can stand back from the entire program, evaluate successes and failures, and identify process changes for the next project. This is part of the ongoing, continuous improvement of change management for your organization and ultimately leads to change competency.

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Summary
These eight elements comprise the areas or components of a change management program. Along with the change management process, they create a system for managing change. Good project managers apply these components effectively to ensure project success, avoid the loss of valued employees, and minimize the negative impact of the change on productivity and a company’s customers. The Prosci Change Management Certification Program is a great option for hands-on learning about these eight elements and other tools for managing change.

Resource guide

Examine a major change in your life

For leaders and team members involved in managing a change project, these resources provide an immediate understanding and tools to help you maximize success.
RESOURCE WHO IS IT FOR?
Change Management Toolkit: a comprehensive change management process, includes specific sections on sizing your change management effort, communication planning, training development, sponsor roadmaps, and reinforcing change. Change leaders, consultants and change management team members – get templates, assessments, guidelines, examples and worksheets that help you implement organizational change management
Best Practices in Change Management: 650 companies share experiences in managing change and lessons on how to build great executive sponsorship. The report makes it easy to learn change management best practices and discover the mistakes to avoid leading change. Change leaders, consultants and change management team members – learn what is working for others, what is not, and what mistakes to avoid – includes team and sponsor activity lists. Includes success factors, methodology, role of top management, communications, team structure and more.
Change Management: The People Side of Change: introductory guide to change management – an excellent primer and catalyst for change leadership with best practices from Prosci’s latest research and case studies. Change leaders, executives and managers – learn the ‘why,’ ‘how,’ and ‘what’ of change management. “Change Management is like a driving school for change agents.” This ‘quick read’ includes the Prosci ADKAR Model and the Prosci 3-Phase Change Management Process.
Change Management Guide for Managers and Supervisors: complete with team and individual coaching activities, best practices findings and frequently asked questions. Managers and supervisors – a guide specifically designed for managers and supervisors dealing with change. This tool is ideal for managers who are directly dealing with employees facing change. Use with the Employee’s Survival Guide to Change and the Change Management Toolkit.

Employee’s Survival Guide to Change: a handbook to help employees survive and thrive during change. Employees facing change – answers frequently asked questions and empowers employees to be effective change agents with the Prosci ADKAR Model.

Examine a major change in your life

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By admin in Essays on August 23, 2015