CHANGE AND CHANGE MANAGEMENT BY Charles D. Little, Ph.D.

1. CHANGE AND CHANGE MANAGEMENT BY Charles D. Little, Ph.D.

2. CHANGE AND CHANGE MANAGEMENT “The only thing that is constant in an organization is change itself.” “Change, and the necessity to change, is going to happen whether we like it or not.” Charles D. Little, Ph.D.

3. CHANGE AND CHANGE MANAGEMENT • *Organizations must find ways to: • Not only respond to change (reactive); • Not only deal with change (manage it); but • Actually lead change and make change happen (proactive).

4. CHANGE AND CHANGE MANAGEMENT • *Change is ordinarily a challenge to most of us. We resist it. Why? • We are creatures of habit • It results in disruption of routine and can be threatening in terms of • uncertainty, insecurity, and fear of the unknown • Internal politics • Comfort with success • Lack of clear goals • Easier to support status-quo (even in a failing organization)

5. CHANGE AND CHANGE MANAGEMENT • *Why is it important for organizations to change? • The environment is dynamic and constantly changing, i.e. • Financial • Organizational • People and labor issues • Demographics • Social and cultural • Management and leadership • Political • Economic • Competition • Technology • Customers • Industry • Global • Crisis!! • *And organizations have to keep up! Also…..

6. CHANGE AND CHANGE MANAGEMENT *Change is critical • As a building block to the future • To remove paradigms and static relationships • As a source of creativity and innovation (to avoid organizational dry rot) • As an opportunity for renewal and revitalization • Essential to the challenges of a complex world • In staying competitive

7. CHANGE AND CHANGE MANAGEMENT “Manage change before it manages you!” Stanley Gryskiewics, Ph.D. Vice President, Global Industries

8. CHANGE AND CHANGE MANAGEMENT Change management starts with leadership. • *Leaders (and managers) make mistakes regarding change: • Tend to take a narrow view and see it as an isolated event • Wait for something to happen before change is initiated • Become reactive when pressured, i.e. by employees, rising costs, • declines in business, competition, government, technology, etc. • Become complacent • Plan and direct change without input from knowledge workers • Misuse power to enact change • Fail to communicate goals • Fail to build momentum for change and maintain it • Disregard the importance of culture

9. CHANGE AND CHANGE MANAGEMENT Change management starts with leadership. • *Understand the nature of change: • The need for change can originate for any reason, • internal or external to the organization • Often induces erratic behavior among employees (dissatisfaction, • dissension, complaining, errors, loss of productivity, anger, confusion, • fear) • May be broad (organizational, structural, cultural, competition) • May be narrow (administrative, operational, procedural)

10. CHANGE AND CHANGE MANAGEMENT Change management starts with leadership. • *Supports and facilitates the critical management processes: • Planning • Organizing • Controlling • Problem solving • Decision making

11. CHANGE AND CHANGE MANAGEMENT Change management starts with leadership. • *Transform behavior • Change style • Empower • Communicate • Build trust • Clarify goals • Create a shared vision • Foster buy-in • Involvement • Incorporate training • Build centers of expertise • Continuous improvement • Reward

12. CHANGE AND CHANGE MANAGEMENT Change management starts with leadership. *Transition management…. • Create a culture for change: • -Communication and information • -Democratic • -Build trust • -Reduce the fear • -A “change climate” • -Behavioral norms that drive change

13. CHANGE AND CHANGE MANAGEMENT Change management starts with leadership. *Transition management…. • Make change a strength: • -Emphasize importance of change • -Make it a part of everyday behavior • -No secret • -Involvement • -Speed • -Control it • -Flexibility • -Feedback • -Measure • -A value • -Reward and reinforce behavior that supports change

14. CHANGE AND CHANGE MANAGEMENT Change management starts with leadership. *Transition management…. • Incorporate strategic change: • -Build on vision (the foundation for change) • -Plan for change • -Incorporate different ideas • -Ongoing • -Reservoir of ideas • -Look for continuous improvement • -Can be comprehensive and redefine the organization • -May be more specific in terms of objectives, processes, • methods of business, sales strategies, etc. • -Everybody is an agent for change • -Change is a strategy unto itself • -Share the strategy

15. CHANGE AND CHANGE MANAGEMENT Change management starts with leadership. • *Leaders create progressive environments where change and the pursuit of change is a norm of behavior: • Creative • Innovative • Visionary • Generators of ideas • Trend setters • *These are the characteristics of organizations that are leaders among the competition and in the industry and known for being progressive and forward-thinking.

16. CHANGE AND CHANGE MANAGEMENT “Don’t look back because something might be gainin’ on you.” Satchel Paige, Cleveland Indians (circa 1948)