intelligent change -workshop

Intelligent Change

NCVO Annual Conference 2011

Richard Piper & Donald Ritchie

About today’s workshop Change and what it feels like

Things that we know about change

What do we mean by intelligent change?

Intelligent change in your organisation

Keep in touch!

What does change feel like?

Get into pairs

Introduce yourselves

Think about workplace changes that you’ve experienced

Share with your partner what those changes felt like

Feedback

Things we know about change

3 levels of organisational change• Developmental change - improving current activities or ways of

working, part of the evolution of the organisation• Transitional change - replacing current activities or ways of

working, eg new (or fewer) projects, programmes, systems … in other words strategic development

• Transformational change - changing people’s beliefs or their awareness of what is possible – new strategic direction involving change to the organisational culture

The greater the level of change … the greater the amount of time, planning and work required to achieve it

2 ingredients of change managementSubstance • The case for change, with a vision for a better future• The changes that are needed, based upon good analysis• A clear plan for implementing the changes

Process• The people affected by change, and how to engage them• Gaining their input and dealing with their feelings • Winning them over … buy-in, ownership and commitment

These core ingredients are equally important, one without the other is unlikely to succeed

How people can respond to change

DENIAL The change won't affect me

RESISTANCE I really don't want to deal with this

EXPLORATION How might I cope with this?

COMMITMENT I see how I can make this work for me

XRef: E. Kubler-Ross, J. Fisher, etc

How organisations can respond to change

Freeze Unfreeze Refreeze

• Frozen state: before any change• Unfrozen state: the process of transition and change• Refrozen state: commitment - embedding the change

Ref: K. Lewin

A couple of final thoughtsLeadership is key• Change is almost always a lead process• It calls for consistent vision and direction that inspires people• Leaders embrace and champion change … to make it stick

Strategy and change – two sides of the same coin• All strategies involve change, the question is how much change• Sometimes organisations do strategy but don’t appreciate that it

involves change - sometimes they make change and don’t appreciate that strategy is the way to approach it

Good leadership and strategy are foundations for intelligent change

Intelligent change

Intelligent change

See the prezi at:

http://prezi.com/eumwwz8bgjmf/intelligent-change/

Keep in touch!

www.ncvo-vol.org.uk/strategy-impact/learn/changerichard.piper@ncvo-vol.org.ukdonald.ritchie@ncvo-vol.org.uk