1. Managing Organizational Change Effectively Instructor: Jean Crossman-Miranda mirandaj@infopeople.org An Infopeople Workshop Winter 2004-2005

2. This Workshop Is Brought to You By the Infopeople Project Infopeople is a federally-funded grant project supported by the California State Library. It provides a wide variety of training to California libraries. Infopeople workshops are offered around the state and are open registration on a first-come, first-served basis. For a complete list of workshops, and for other information about the Project, go to the Infopeople Web site at infopeople.org.

3. Introductions Name Library Position What do you find Challenging about Change? What do you find Exhilarating about it?

4. Workshop Overview Response to personal change Challenges and opportunities of organizational change A team approach to handling change Applying Change Management Strategies

5. Change Can Be…. Huge, catastrophic Predictable Positive Productive A small modification to your life Taken in stride, managed Small, incremental Unpredictable Negative Unproductive A devastating collapse of your world Continuously stressful

6. Pro-Change Or Change-Avoidant Which are you: In your personal life? In your working life?

7. Resilience To Change Personal vision Flexible approach Being organized Problem solving Self-assurance Interpersonal competence Being socially connected Being proactive

8. Four Stages Of Change 1.Denial 2.Resistance 3.Consideration/Exploration 4.Acceptance

9. Managing The Stages Of Change Denial Resistance Commitment Exploration

10. Handling Resistance To Change Before you can get your employees to stop resisting the inevitable, you have to accept it yourself Acknowledge level of discomfort with change Identify the factors that drive the change, and how people react to them Support employees to begin to think about certain aspects of the change in a positive light

11. Change Management Why does change fail? What makes it succeed? What makes it stick?

12. What Makes Change Fail? Rigidity is a major barrier in: –organizational infrastructure –management –employees –policies and procedures –workplace culture

13. Building a Foundation For Change Define your current situation and the desired results – your Change Vision What are the Key Behaviors necessary to achieve your Vision? Where are the gaps between current and desired Behaviors? Link key behaviors to your values & beliefs – your Organizational Culture

14. Initiating Change Establish a sense of urgency Create the change team Ask “How,” “What” and “Why” questions Develop a strategy for change

15. Implementing Change Communicate the change vision Empower employees to take action Generate short-term wins

16. Making Change Stick Support the ongoing change effort Consolidate and celebrate gains Anchor changes in the organizational culture

17. Effective Communication During Change Explain the purpose Paint a picture Lay out a plan Provide a part

18. Key Elements In A Communication Strategy Right People - critical people/groups that need to be communicated to Right Message - what are the questions and concerns? the most critical messages? Right Time to communicate

19. Change Causes Transition ENDING MIDDLE BEGINNING

20. Endings Help people let go Deal with reactions and overreactions: what’s lost, what’s gained? Expect and accept signs of loss Provide clear expectations: what’s over, what’s not Mark the endings

21. The “Middles” Expect anxiety and confusion Strengthen team connection Use the middles to be creative Create temporary systems “Normalize” this time in the middle

22. Beginnings Clarify and communicate the purpose of change Create a Vision and change plan - together Paint a picture of new roles and relationships Launch and reinforce a new beginning

23. Developing A Hardy Response To Change Stay involved and committed See change as a challenge and an opportunity Focus on things you can control Ask for help and support – work for a sense of connection to others

24. Thank You!!