change management
DESCRIPTION
Discusses the elements of change in organizations and organizational behavior. The models can be used in any organization where implementation must occur.TRANSCRIPT
Change ManagementRelevant and Not-So-Relevant Thoughts on
Organizational Change
Why is Change So Difficult?
Poorly conveyed idea Poor communication Leadership lacks understanding of human behavior/
motivation Great idea, but no resources Great idea and resources, but too many barriers No vision No agreement on vision No support No feedback
Implementation In Medicine
Joan Ash – Studies in Health IT Implementation found the following factors of importance for implementing wide-scale IT projects in hospitals: -Leadership -Post “Go Live” support -Top level commitment -Trust between all disciplines -Linguistics -Feedback -Evaluation for motivation should occur prior to implementation
Change starts with and idea or
idealHow do we best communicate the idea/ideal?
Rogers’ Diffusion of Innovations
Rogers EM, Rogers E. Diffusion of Innovations, 5th Edition. 5th ed. Free Press; 2003.
4 Elements Needed for an Idea to Diffuse
• Innovation • Channels • Time • Social System
5 Stages of Adoption Process
• Knowledge • Persuasion • Decision • Implementation • Confirmation
5 Factors of an Innovation Influencing Adoption
• Relative Advantage • Compatibility • Complexity/Simplicity • Trialability • Observability
Prochaska’s Stages of Change
• Precontemplation • Contemplation • Preparation • Action • Maintenance • Termination
Change Most Often Begins with an Idea or Ideal
How do you move your idea from concept to reality?
What makes an idea “sticky” or what makes an idea or concept stick in our heads?
We could take a few lessons from advertisements in communicating ideas.
Take a lesson from the advertising agencies
Very Sticky
Don’t you love these guys on billboards all over the country?
Heath Brothers SUCCESs Model
Simple Unexpected Concrete Credible Emotion Stories
For An Idea to Be “Sticky”1. Must be simple 2. Must violate the norm (or simply not be boring) 3. Concrete/Specificity/Tangibility 4. Credibility 5. Evoke Emotion 6. Stories
How can we apply this to change in libraries?
So enough about the idea, what about the change?
Agree or Disagree?1. You are a certain kind of person and there is not really
much that can be done to change that. 2. No matter what kind of person you are, you can always
change substantially. 3. You can do things differently, but the important parts of
who you are really can’t be changed. 4. You can always change basic things about the kind of
person you are.
*Dweck, Carol. Mindset: The New Psychology of Success, 2007.
A test to measure willingness to change
Organizational Change Involves 3 Essential
Elements
1. Message must have direction (Appeal to our Rational Nature)
2. Motivation must exist for the change (Emotional Nature) 3. A Path Must be Shaped or Cleared (removal of
barriers)
DirectionFind your positive deviants – Knowledge Management in
practice Clear direction – where are we going and how will we get
there? Goals/outcome must be clear – What is our destination
Motivation for ChangeMust strike emotional chord – find the feeling Change comes in small steps
Even though the outcome is important, change comes in small increments – not overwhelming
Instill the change in the culture People must merge their identity with the change
Remove BarriersMake it easy to change - resources Design for change Habits Disseminate change – make it contagious
What does any of this have to
do with systems or libraries?
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