1. Managing Organizational Change
Jack Smalley, SPHR
Director, Human Resources

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3. Ten Business Drivers for Organizational Change
2009/2010 recession
New leadership
Move to shared services
Outsourcing
Mergers/acquisitions

4. Ten Business Drivers for Organizational Change
Downsizing/rightsizing
Going for growth
Under new management
New technology
Going public

5. Interesting Facts
95% of companies are going through organizational change
30% are due to change in upper management including HR
Why organizational change fails 60% of the time

6. Top Five Types of Change Initiatives:
Structural
Cultural
Process
Cost-cutting
Leadership

7. For Organizational Change To Be Effective You Must Have:
Leadership
Don’t waste time waiting for orders
Effectiveness depends on credibility
Admit mistakes
Team reconstruction bogs down when employees stop believing in leaders

8. 20-50-30 Rule 20% of employees are “change friendly”
50% of employees are “fence sitters”
30% of employees are “resisters”
The “resisters” make the most noise and require the majority of your time
Spend your time wisely with the “fence sitters”

9. For Organizational Change To Be Effective You Must:
Seek opportunities to involve your people
Find an immediate role for the 20% “change friendly” group
Use your employees for the design phase

10. For Organizational Change To Be Effective You Must:
Analyze your people assets
Identify subject experts
Mix together right combinations
Spread out the talent
Surround yourself with the best and most trusted employees
Re-recruit your keepers

11. Competencies Needed to Lead Change
Integrity
Honesty
Trust
Communication skills
Presentation skills
Leadership skills

12. Competencies Needed to Lead Change
Proven track record
Ability to win over peers
Relationship skills
- Know your audience
- Get out of your office
Financial and metrics knowledge
Conflict resolution

13. Your Role in Communicating Change
MANAGE IT FROM BEGINNING TO END
Change initiatives usually fail due to poor communication which breeds conflict

14. Your Role in Communicating Change
Communicate everything
Often
Good news
Bad news
Dispel rumors
“ME” issues
Avoid promises

15. Key Points to Managing Change Communication
Don’t surprise employees
Give employees a voice
Communicate change timely and thoroughly
Ensure effective manager-subordinate relationships
Deal quickly with conflict
For HR to sell change we must get employees at all levels engaged in the process.

16. Resistance to Organizational Change

17. Wear Your Commitment on Your Sleeve
Most resistance dies out once employees believe change is finished
Softening your position stiffens the resistance
Actions speak louder than words
Resisters beware
It’s time to get on board

18. Resistance Be prepared for resistance from: Above Sideways Below
*Don’t assume they believe your mission.

19. Upcoming Webinars
Visit to register for Express’s upcoming webinars.
September 11
- Leading in Turbulent Times