Download - Intelligent change -workshop
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Intelligent Change
NCVO Annual Conference 2011
Richard Piper & Donald Ritchie
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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!
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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
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Things we know about change
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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
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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
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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
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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
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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
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Intelligent change
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Intelligent change
See the prezi at:
http://prezi.com/eumwwz8bgjmf/intelligent-change/