Write About Change Management - Pros and Cons
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1 1 PDCA Approach to Self-assessment at Programme Level Act Improve QA Finalise SAR Communicate SAR Get ready Plan Communicate intent Organise team Develop plan Understand AUN-QA criteria & process Check Verify SAR Gather feedback Do Self-assessment Collect data & evidences Close gaps Write SAR Review SAR
2 2 5. Implement - What is Change? Change is an event that is situational and external to us. Something stops and something starts. OLD! NEW! Something OLD Stops Current State CHANGE Something NEW Begins New State
3 3 Give some examples of change? Examples of organisational change: Strategic changes Technological changes Structural changes Process changes Attitudes, skills, knowledge and behaviors changes Are People Resistance to Change?
4 4 5. Change Implement Management - Are People Resistance to Change? Discomfort Comfort Paradise High Resistance Status Quo High Acceptance
5 5 5. Implement - What is Transition? Physiological, psychological, emotional and spiritual re-orientation process that happens inside us as a result of change. Mind (Beliefs) Body (Skills) Soul (Spiritual) Heart (Emotions)
6 6 What is Transition? Where are YOU and the others? The New Beginning Ending, Losing, Getting Go The Neutral Zone Source: Managing Transitions, William Bridges
7 7 5. Implement - Active Emotional Discomfort in Transition Emotional Response Tunneling Effect Commitment Passive Ending Neutral New Beginning Time
8 8 Change management is a structured approach to transitioning individuals, teams, and organisations from a current state to a desired future state. It is an organisational process aimed at empowering employees to accept and embrace changes in their current business environment Source: Wikipedia
9 9 Which way would you cook a frog? A B
10 10 Frog Philosophy When transition is gradual, the frog doesn t notice what is happening until it s too late. Like the frog, people can also be fooled if the transition is a gradual and natural process.
11 11 Effective Communication Mind (Beliefs) Why, What, Who, Where, When Emotional Supports How Fear, anxiety, uncertainty, personal loss Body (Skills) Heart (Emotions) Education & Training Recognition & Reward Empowerment
12 Stage of Emotional Discomfort Strategies for Transition Disbelief & Denial (Ending) Anger & Blame (Ending) Minimise shock Give information: why, what, who, where, when and how Give examples of peers who are changing and/or learning Give time to prepare Listen Empathise Acknowledge their feeling and reactions 12
13 Stage of Emotional Discomfort Confusion & Lost (Neutral Zone) Acceptance (New Beginning) Explain again Strategies for Transition Reasoning, how it work, why Encourage them to talk Provide buddy or mentor Focus on short term wins and benefits Encourage involvement/participation Provide training Involve them in planning and setting goals Give encouragement and support 13
14 Stage of Emotional Discomfort Depression (Ending or Neutral) Commitment (New Beginning) Strategies for Transition Counselling Buddy system Refer to professional counselor and/or psychiatrist, if necessary Recognise & reward people Remove deadwood Evaluate and Consolidate change 14
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