Change Management Flashcards
The drivers for change and how a requirement for change may be identified
- Pandemic
- Changes to funding
- New products
- New CEO
- Changing demographic trends
The process by which the appropriate outcome for change may be decided upon
Force field analysis -
- used in business, for making and communicating go/no-go decisions.
- For change to happen, the driving forces must be strengthened or the resisting forces weakened to find an equilibrium.
How a change plan can be developed
Change impact assessment:
- Purpose of change
- Changing roles and responsibilities
- Current state, future state
- Impact analysis
- Communication strategy
- Implementation plan
- Monitoring and evaluation process
- Desired outcome
What are the concepts, approaches, models tools and techniques available to support work in this area
Lewin - Unfreeze, Change, Refreeze
Kotter - Creating urgency, Form a coalition, Create a vision, communicate the vision, remove any obstacles, , create short term wins, build on change, Anchor the change in your culture
ADKAR - Awareness, Desire, Knowledge, Ability, Reinforcement
What are the analysis techniques for appraising the options for change
- Options appraisal.
- process of assessing the costs, benefits and risks of alternative ways to meet objectives
- Guidance options contained within HM Treasury Green book.
- Steps include:
- Preparing strategic case
- Longlist analysis (consider how best to achieve objectives)
- Shortlist appraisal (consider costs and benefits)
- Identification of preferred option
- Monitoring
- Evaluation
What are the common reasons why change projects fail and the reason implications of these failures
- Poor planning
- Inadequate support from leadership
- Lack of resources
- Focus on systems vs people
- Inadequate change leadership skills
Have you identified requirements for change at LU?
- H&S system
- Ordering procedure
- FM strategy - total FM solution
Have you developed a strategy for change within an organisation?
Strategy for improving H&S compliance, training and culture
Have you carried out optional appraisal in respect of change strategies
Maintenance strategy - cost and benefits options of different options - increasing team size, hiring maintenance person, total FM.
Have you Undertaken a change impact assessment
Completed a change impact assessment for H&S system
Have you produced communication and stakeholder engagements plans
As part of change impact assessment for H&S system included comms plan for consultation and roll out.
Have you undertaken stakeholder analysis and identifying appropriate interventions
As part of change impact assessment for H&S management system, I:
- identified all stakeholders
- Prioritised them (power v interest: Monitor, keep informed, keep satisfied, manage closely)
- Evaluated their support for project.
https: //www.mindtools.com/pages/article/newPPM_07.htm
Have you project managed the implementation of change programme
H&S system - rolled out the system after consultation, providing support throughout the implementation stage and starting evaluation and monitoring of implementation in form of audits.
Have I assessed and addressed risks presented by change
As part of change impact assessment, I highlight the risks of implementing the H&S system. The risks of potential resistance, lack of desire to support change and lack of mid-level support was considered.
Nudge theory principles were applied in the ‘unfreeze’ phase to help address this.
Have you evaluated the success of an organisational change project
Completing audits on those who have already implemented H&S system and reporting on results
