Copyright © 2011 Pearson Education Module 3

 Implementation is the answer of the following four questions: 1. “how” of the change process? steps 2. How do we get the org to change? Techniques/programs 3. How are we doing? Monitoring 4. How are people responding to the change? “employees reaction, understanding…” Change programs intended to improve productivity, increase quality, speed up product development, adopt new technology……etc 1 - 2

 Change succeeds when an entire org participates in the effort. Org can be divided into three broad action roles:  1- Change strategists: identifying the need for change, creating the vision for desired outcome, and deciding what change is feasible  2- Change implementers: ones who make it happen, managing the day-to-day operation  3- change recipients: represents the large group of people that must adopt and adapt to the change (Institutionalizers)

 Common pitfalls of implementation: 1- implementation took more time than originaly allocated 2- major problems surfaced during implementation that are not identified before. 3- coordination of implementation activities was not effective enough. 4- competing activities and crises distracted attention from implementing this strategic plan 1 - 4

 Common pitfalls of implementation: 5- capabilities of employees involved with implementation were not sufficient. 6- Training and instructions given to lower-level employees were not adequate. 7- uncontrollable factors in the external environment ( economic, regulations, technology, union, …etc) had an adverse impact on implementation

 10 Commandments of implementing change: 1- Analyze the org and its need for change 2- Create a shared vision and common direction 3- Separate from the past 4- Create a sense of urgency 5- Support a strong leader role 6- line up political sponsorship 7- Craft an implementation plan 8- Develop enabling structure 9- Communicate, involve people, and be honest 10- Reinforce and institutionalize change 1 - 6

 10 Commandments of implementing change: 1- Analyze the org and its need for change Change strategists and implementors should understand the org operations, culture, strengths, weakness, opportunities, and threat. To create a participative implementation plan: - Explain change plan fully - Skillfully present plans - Make information readily available - Make sure plans include benefits for all - Spend extra time talking - Ask for additional feedback from the workforce - Start small and siple

 10 Commandments of implementing change: 2- Create a shared vision and common direction Vision that reflects the philosophy and the values of the org Employees at all level of the org want to know the business rational behind the vision, the expected org benefits, and personal ramifications ( positive or negative)

 10 Commandments of implementing change: 3- Separate from the past It’s difficult for org to embrace a new vision of the future until it has isolated the structures and routines that no longer work 4- Create a sense of urgency: See very real threats that require deep and rapid action ( decline in sales, customer complains, lower in quality….etc) 1 - 9

 10 Commandments of implementing change: 5- Support a strong leader role: Change leader or leader team needed to create vision and crafting org structure that consistently rewards those who strive toward the realization of the vision 6- Line up political sponsorship: informal leaders of the org who are the most respective ones help leaders and implementors

 10 Commandments of implementing change: 7- craft an implementation plan: Should have SMART objectives Clear responsibilities Time and budget needs Flexible 8- Develop enabling structure: creating mechanisms ( offsite workshops, pilot test, training programs…etc

 10 Commandments of implementing change: 9- Communicate, involve people, and be honest: change leaders should communicate openly and seek out the involvement and trust of people through their org. constructive change announcement : - Is brief and concise - Describe where the org is now, where it needs to go, and how it will get to the desire outcome - Identifies who will implement and who will be affected by the change

 10 Commandments of implementing change: - Address timing and pacing issues regarding implementation. - Explain the changes success criteria, the intended evaluation procedures, and the related rewards. - Identifies key things that will not be changed - Predicts some of the negative aspects that targets should anticipate - Conveys the sponsor’s commitment to the change

 10 Commandments of implementing change: - Explain how people will be kept informed throughout the change process 10- Reinforce and institutionalize: incorporate new behaviors into the day to day operations of the org. Reinforcing the new culture recognize the necessity for continues of change