Change Management

Welcome to the Change Management workshop. Change is a constant in many of our lives. All around us, technologies, processes, people, ideas, and methods often change, affecting the way we perform daily tasks and live our lives. This workshop will give any leader tools to implement changes more smoothly and to have those changes better accepted. This workshop will also give all participants an understanding of how change is implemented and some tools for managing their reactions to change. Click Here For More! 
 
Preparing for Change
A simple definition of change is “to cause to be different”. The idea of change management on a personal level has been studied for more than one hundred years. But it is only since the mid- 1980’s that change management has been explored within the context of business applications. 
Today’s change management initiatives have become a business discipline, driving bottom-line results through changes in systems and behaviors. Managing change has therefore become a critical skill, both for leadership — and for workers in an organization.
 
Defining Your Strategy
It is critical to manage change by creating and implementing a strategy that defines an approach consistent with the unique needs of the organization. The strategy serves as the guiding framework, providing direction and shaping decision making throughout the change process.
 
Building the Team 
To effectively implement a team positioned for success, leaders must select members who display a high degree of skill in six key elements: 
  1. Commitment 
  2. Contribution 
  3. Communication 
  4. Cooperation 
  5. Conflict management 
  6. Connection 
The team must represent all of the needed functional groups and roles necessary to manage the change initiative. By formalizing the team and providing funding and other resources, it sends a message of accountability and responsibility, and illustrates the investment the organization has made in the change.
 
Identifying the WIFM 
For change to be successful, people must desire to support and participate in the change. Simply building awareness does not generate desire. Showing everyone what is in it for them will produce a great starting point and help generate support. The beginning of the change process is very important and showing the affected parties how the change will improve their environment will initiate the process on the right foot.
 
What’s in it for Me? 
In order to answer the question “What’s in it for Me?”, or WIFM, change management leadership must create energy and engagement around the change. This builds momentum, and instills support at all levels of the organization. Factors that influence WIFM are: 
  • The nature of the change 
  • The organizational context for the change 
  • An employee’s personal situation 
  • What motivates the person as an individual? 
The next exercise provides data input that can be used to discover what’s in the change for employees at Contemporary Chemical.