1. Change Management Facilitation Model
Joseph Blockson
Brandon Bolling
Ryan Fox
Meghan Hurley
Matthew Jemilo
Daniel Musilek

2. Facilitating Effective Change
Assessment - is change necessary?
Create a Vision - where is the change leading?
Planning - how will you get there?
Implementation - act on the plan.
Evaluation - was the change successful?

3. Assessment-Present State
Awareness of need for and the impact it brings
Assess the situation to determine design requirements.
Assess if the organization has the capacity to change
Focus-->critical human capital and social infrastructure.
Awareness represents:
understanding nature of change & risk of no change
Why change is happening
Internal & external drivers that created the need for change.

4. Assessment (Continued)
Assess infrastructure:
such as leadership roles
governance structure
conditions for success
support mechanisms
Assess the culture-norms:
collective ways of being
climate
social infrastructure,
The needed energy source is agility:
Which is the ability to respond quickly and effectively to a challenge.

5. Assessment (Continued)
Create a sense of urgency
Figure out problem & look for opportunity.
SWOT-Strengths, Weaknesses, Opportunities, Threats
Scan environment: internal and external
Organization needs to be:
Open to changing
Have the mindset/behavior to make change

6. Goals & Objectives S.M.A.R.T. Goals Set direction for organization
specific
measureable
achievable
realistic
time sensitive
Set direction for organization
Create high level description of change vision

7. Desired State Visually communicate desired outcome.
this creates buy in from team
Makes goals & objectives more reachable.
it has become a real image of where completed goals gets you

8. Create Coalition Needs… credibility & appropriate skills
energy & support
Empower the coalition with org power to lead change.
The success of the change depends on them.

9. Create Engagement It is critical to actively engage with coalition.
Success effort is dependent on ongoing participation with team.
Lack of engagement makes fighting counter resistance to change from outsiders and others harder.

10. Timing and Cooperation
Plan
Timing and Cooperation
Timing is everything.
Everything has to be at the right moment in time
Employees have to be fully cooperative in order to change
When they are then it is the right timing to change the organization in order to be better.
Right moment in time when Internal and external environments meet.

11. Strategy and Prep For Change
Plan
Strategy and Prep For Change
After your plan has the right timing and cooperation, it is time to strategize
How you are going to implement the change in the organization?
In strategizing make sure your organization is prep for change meaning:
Resources
Culture
Employees Attitude

12. Communication and Clarity
Plan
Communication and Clarity
In order for change to happen for an organization it has to be communicated
When communication is clear throughout the organization, people understand what is going on and what types of change the organization is trying to achieve
You have to plan to communicate change with communicating your overall vision, mission, and theme.
ALL THE TIME

13. Implementation Motivate Empower Coalition - Make people feel something
- Hit their emotions
Empower Coalition
- Create shared values
- Share stories to make a connection

14. Implementation Accountability - Make people believe they are needed
- Communicate the importance of their work
- Structure work to make end result a part of other
people's work

15. Implementation Short-term Wins Rewards
- Keep realistic - set times and dates to complete work
- Keep specific goals
- Know when ST wins are accomplished and consciously
check them off your list
Rewards
- Let people know their work was appreciated
- Give incentives to keep morale and confidence
- Be personal and intentional when presenting a reward

16. Evaluation The evaluation stage requires reflection and assessment of:
The change that has occurred
Its effect on the organization
The people involved in the change
The people outside the organization affected by the change

17. Retention
Another element of the evaluation stage is taking steps to retain the change and make it stick. This involves:
Organizational commitment to the change
Putting updated incentives and rewards in place
Regular checkups to make sure no individual or group is reverting to old ways

18. Questions to Consider when Evaluating
Did the organization benefit from the change?
Will the current culture, incentives, and team members’ level of commitment make the change stick?
Does this change need to be altered or fine tuned?
Are my team members comfortable with the change?
Do we have the proper resources to maintain the change?
How can we continue to improve?
Never stagnate! Complacency destroys greatness!

19. Conclusion
Effective change takes:
Time
Focus
Flexibility