CHANGE AT WORK: A COMPREHENSIVE MANAGEMENT

PROCESS FOR TRANSFORMING ORGANIZATIONS

OSCAR MINK, PIETER ESTERHUYSEN, BARBARA MINK , AND KEITH OWEN

The Total Transformation Management Process (TTMP)

Successful change efforts must incorporate two concepts (often overlooked) that anchor each end of the process: work on the entire system, and pay special attention to the human side

TOTALComprehensive nature of the model and its application as a integrated process for managing both large-and small-scale change.

TRANSFORMATIONProcess by which organizations examine what they were, what they are, what they will need to be, and how to make the necessary changes.

MANAGEMENTRefers to guidance, not control. If an organization is to implement change successfully, it must manage a balance between change and continuity.

PROCESSRefers to step-by-step action. The process begins at a certain point, and stops only after completion, then repeats itself all over again.

Overview of the TTMP

Form TLT and ARTs

Evaluate the needfor change

Describe the present state

Describe the future state

Assess the presentin terms of the future

Plan for the change

Manage the transition

Stabilize the change

Intervene at three levels:Individual, Group, & Organization

Transition

Total Transformation Management Process

Monitor with Action Research

The TTMP integrates six major models into one practical model:

1. The Open Organization Model (Mink, Shultz, and Mink, 1979)

2. The Concerns-Based Adoption Model(Hall, Wallace, and Dossett, 1973)

3. The Group Development Model (Mink, Mink, and Owen, 1987)

4. The Linking Pin Model (Likert, 1961)

5. The Organizational Transition Model: (Beckhard and Harris, 1987)

6. The Action Research Model (Argyris and Schon, 1974)

1. The Open Organization Model

This model describes the interrelationships between individuals, groups, and organizations by investigating three characteristics:

1. Unity: refers to integrated wholeness or coherence, which enables adaptability

2. Internal responsiveness: refers to openness and interchange within the system

3. External responsiveness refers to openness and interchange with the environment

INTERVENTION

2. The Concerns-Based Adoption Model (CBAM)

CBAM has four sub-models:

1. Stages of Concern deals with feelings of individuals involved in change

2. Levels of Use describes how individuals interact with a new program

3. Innovation Configurations are the adaptations made in the program itself

4. Intervening (game plan) is the overall design for change efforts

INTERVENTION (Individual)

3. The Group Development Model

This model describes a five-step process by which a high level of effectiveness can be created and nurtured. The steps include:

1. Developing Trust

2. Recognizing and accepting individual differences

3. Giving and receiving feedback

4. Solving problems

5. Letting go of the past

INTERVENTION (Group)

4. The Linking Pin Model

INTERVENTION (Organization)

Successful managers form a link between two groups:

1. Those they supervise

2. Those to whom they report

The work of organizations is accomplished by interlocking groups, connected by those “linking” individuals.

5. The Organizational Transition Model

TRANSITION

Richard Beckhard and Reuben Harris discuss the dilemma of achieving a change while maintaining adequate stability to continue operations. This involves developing appropriate strategies and systems for managing transition between the present and future states. Their model addresses five major phases in the change process:

1. Evaluating the need for change2. Defining the desire future state3. Describing the present state4. Getting from the present to future5. Managing the transition

6. The Action Research Model

When implementing change we get caught up with single loop – i.e. Plan – Do.

The Double loop or reflective Plan-Do-Check-Act (PDCA) model should not be overlooked.

The ongoing process of action research is represented in the TTMP by the outer ring that surrounds all other steps of the process.

The inward pointing arrows in the TTMP model represent the interaction, reflection, and evaluation that take place every step along the way.