Change Management Change is when events occur that result in our normal environments being altered, varied or substituted. This in turn, requires us to do something differently. Change is constant and with us all the time Change varies in degree from a minor irritation to something with major impacts Change Management is the process of initiating, implementing and embedding change

Projects and Change All projects cause change Project Management and Change Management are closely aligned Communication Plans and Human Resource Plans often include sections related to Change Management Projects Change

Change Management Phases Preparing for change - Ending Managing change - Transition Reinforcing change - Beginning These can be incorporated into a project’s phases to improve the chance of success Prosci’s Change Management Methodology

Stages of Change The change process is the progression from endings, through transitions to beginnings Endings Transitions Beginnings When change occurs, some things come to an end or things are done differently. These endings can be painful and confusing People must come to terms with these feelings before they can move on. If people are not able to let go of the past, they will take unnecessary “emotional baggage” into the new situation It is a time of keen awareness of what is ending and what is beginning People are vulnerable and need support networks to help them move forward. This is the time for sorting out and getting the right emotional and attitudinal responses for success in the new situation. People are now feeling good about the change and positive about the future True acceptance of the change can take place because uncertainty should have ended, you are now comfortable with your surroundings

Commitment Curve It represents the typical progression of a population of people as they undergo a change. Progression up the curve is far from guaranteed and often stops at Understanding. Awareness Understanding Buy In Commitment I have heard about this change This change is going to have an effect on us in some way This change is supposed to deliver increased performance by altering X and allowing us to do Y We have to get this change in place and working as its critical to our business strategy Time Contact It’s what I do everyday and its just part of my daily role

Transition process of change The aim is to get the project team and stakeholders through the transition period with a positive or accepting attitude Transitions Time

Resistance to Change When change comes people often don’t like it and may not feel good Resistance can block change unless people learn from it Resistance provides information which can help change move forward in a positive direction For this to happen you must learn to engage resistance and be energised by it Similar impacts to conflict, can be both positive and negative How you resolve and manage the resistance factors will determine the success, or not, of the end result

Resistance Factors 1. Loss of Control 2. Fear of the Unknown Many individuals feel resentful when change is imposed on them A sense of control is essential for the self esteem of most people Imposed change can remove this sense of control, leading to stress and an attempt to reassert control by overt or covert sabotage 2. Fear of the Unknown When the future state is unknown, fear and subsequent resistance can be generated This is a particular problem in Transformational Change or very large projects, where the change is so extreme or complex that most people are unable to see their own personal future state Not unreasonably this can lead to unwillingness to change 3. Self Doubt In some cases individuals fear they wont be able to learn skills, or conduct tasks as required in the new model can lead to resistance

Resistance Factors 4. Unexpected Change 5. Force of Habit 6. Ego People react negatively almost instinctively when decisions or demands are placed upon them without any forewarning or chance for preparation An individual who has had no time to think through their reaction will almost certainly react negatively and resist change. 5. Force of Habit Many people are habitual in their nature and resent any break to this routine Change disrupt routines, causing insecurity and hence resistance 6. Ego If something is to be changed, that implies the way it was done by before by the people doing it was wrong or inferior A surprising amount of resistance faced by change agents is due to this.

Resistance Factors 7. Chaos Theory 8. Increased Work Load 9. History Changes occurring in a professional environment can have an impact on a people’s personal life. Examples of this might be changes in location, work colleagues who are personal friends etc. 8. Increased Work Load The implementation of change, and the actual change itself can lead to increased workloads. An unwillingness or a simple physical inability to increase a workload can be a cause of resistance 9. History A history of failed changes, or simple exhaustion from constant change (often known as change fatigue) can cause resistance.

Characteristics of Resistance Is Not Inevitable Necessarily logical A natural function of change A sign of disloyalty Manageable Something to overcome or combat An attempt to protect the individual point of view Aimed at an individual or to be taken personally A sign that something important has been found Designed to discredit your competence A sign that the potential for change exists Indicative of poor performance A sign of controlling the change process A sign that the change process is out of control A learning process

Consequences of Not Changing If the change is critical to the success of the project then people who continue to resist may suffer the following – Increased personal stress Reduced results and job performance Reduced effectiveness Reduced efficiency Reduced job satisfaction Illness and absenteeism May be forced to leave May elect to leave