1. Apply Change Management Principles to Gunfire at Sea Case Study
Intermediate Cost Analysis
And Management

2. Expect & Anticipate Resistance
A good idea is not always enough to overcome resistance to change

3. Terminal Learning Objective
Action: Apply Change Management Principles to Gunfire at Sea Case Study
Condition: You are training to become an ACE with access to ICAM course handouts, readings, spreadsheet tools, and awareness of Operational Environment (OE) variables and actors
Standard: With at least 80% accuracy:
Identify components of change and needs analysis from real world scenario
Identify steps to overcoming resistance to change in a real world scenario

4. Introduction
This case introduces the technology that allowed navel gunners to be able to shoot while in motion, now known as Continuous-Aim Firing. The Ft. Hood case (discussed a couple of days ago) dealt with main battle tanks that adopted this same technology. Mr. Sims is the major player in the case. The case outlines the problems Mr. Sims faced selling a breakthrough technology to Senior Leadership. That technology now provides a competitive advantage in the battle field.

5. Change and Needs Analysis
Diagnosis and
needs analysis
Intervention
Follow-up
Ask
What are the forces for change?
What are the forces preserving the status quo?
What are the most likely sources of resistance?
What are the goals to be accomplished by change? 18

6. Gunfire at Sea: A Case Study of Innovation
Setting the Stage
Q: If you were Sims what would you do now?

7. Gunfire at Sea: A Case Study of Innovation (Cont.)
Setting the Stage
Q: If you were Sims what would you do now?
Report, document, develop support of what he is doing, assess what needs to happen, identify whom to talk to in order to get needed leadership support, introduce new way of thinking, start changing cultural mindset.

8. Gunfire at Sea: A Case Study of Innovation (Cont.)
What now? Q: What do you expect at this stage? Was this the correct approach? Was it handled appropriately?

9. Gunfire at Sea: A Case Study of Innovation (Cont.)
What now? Q: What do you expect at this stage? Was this the correct approach? Was it handled appropriately? A. Signs of resistance to change. Identify Power Field assessment and expected resistors. Build support. Get a leadership sponsor/ support/ buy in. A. Identify the Stakeholders, players and gate keepers.

10. Gunfire at Sea: A Case Study of Innovation (Cont.)
Response Q: What should Sims do now?
Report, document, develop support of what he is doing, assess what needs to happen, identify whom to talk to in order to get needed leadership support, introduce new way of thinking, start changing cultural mindset.

11. Gunfire at Sea: A Case Study of Innovation (Cont.)
Response Q: What should Sims do now?
Create ‘Sea of Change’ – momentum, bring others from the field to support Sims’ findings, show support that what he is doing has merit and it can work for others not only Sims. Create support from the trenches. Get leadership support ASAP.

12. Gunfire at Sea: A Case Study of Innovation (Cont.)
Response – cont. Q: What should Sims do now?
Realize why there is no response. Identify which are the arguments.
So what is the downside?
Failed to assess the situation correctly. It was obvious to him, but not to the rest.

13. Gunfire at Sea: A Case Study of Innovation (Cont.)
Sims’s Final Action
Q: Was his action correct? Why? Why not?
A: It was correct in principal. Though could have backfired. Did not have any other option else in case his final action failed.
However, he basically failed in the change process. It was by luck that eventually it happened.

14. Gunfire at Sea: A Case Study of Innovation (Cont.)
Sims’s Final Action - cont.
Q: Was his action correct? Why? Why not?
Q: What did he try to achieve by his Final Action?
Muster management support. Something that he could not do before.
Exemplify entrepreneurial spirit to its ultimate: putting everything “on the line”.

15. LSA #1 Check on Learning
Q1. What are the forces for change? A1. Q2. What are the forces preserving the status quo? A2. Q3. What are the most likely sources of resistance? A3.
Q1. What are the forces for change?
A1. Student Response
Q2. What are the forces preserving the status quo?
A2. Student Response
Q3. What are the most likely sources of resistance?
A3. Student Response

16. LSA #1 Summary
During this lesson, we identified components of change and needs analysis from a real world scenario. In the Gunfire at Sea: A Case Study of Innovation, we see the barriers to change for an organization resulting in challenges for Mr. Sims.

17. Reactions to Change and Interventions13

18. Reactions to Change and Interventions (Cont.)13

19. Reactions to Change and Interventions (Cont.)13

20. Applying Lewin’s Model to the Organization
Unfreeze
Change
Refreeze
Reducing forces
for status quo
Developing new
attitudes, values,
and behaviors
Reinforcing new
attitudes, values,
and behaviors
Unfreezing
Change
Refreezing
Involves encouraging individuals to discard old behaviors by shaking up the equilibrium state that maintains the status quo - the organization eliminates rewards for current behavior
New attitudes, values, and behaviors are substituted for old ones - the organization initiates new options and explains their rationale
Involves the establishment of new attitudes, values, and behaviors as the new status quo - organizational culture and formal reward systems encourage the new behaviors 16

21. Reasons for Resistance to Change
Uncertainty
Planned Change
Threatened self-interests
Conflicting perceptions
Feelings of personal loss

22. Resistance to Change It can be either Behavioral, or Systemic, or both11

23. Behavioral Resistance (software)
Based on Perceptions of Consequences, perceptions are negatively exaggerated
Cultural
Political
Personal insecurity
Fear of incompetence
Contradiction with model of reality
Violation of norms of behavior
Irrelevance of expected results
Lack of rewards/ incentives
Loss of power
Loss of influence
Loss of rewards
Loss of prestige
Loss of funding

24. Systemic Resistance (hardware)
Is proportional to:
Conflict of strategic vs. operating work (short term vs. long term)
Incapacity
Incompetence
Shortage of budgets
Shortage of managers
Shortage of functional capacity
Lack of skills
Lack of correct information
Inability of systems structure

25. TLO Summary
Action: Apply Change Management Principles to Gunfire at Sea Case Study
Condition: You are training to become an ACE with access to ICAM course handouts, readings, spreadsheet tools, and awareness of Operational Environment (OE) variables and actors
Standard: With at least 80% accuracy:
Identify components of change and needs analysis from real world scenario
Identify steps to overcoming resistance to change in a real world scenario