Change Management Flashcards
Truths about change in organizations:
- Change is ______ for orgs that want to maintain a competitive advantage.
- Whether positive or negative, all change ______ orgs.
- Change is part of _______ and ________.
- It needs to be _________ to achieve strategic and operational objectives, while ____________ __________.
- Someone in the org must balance the importance of ________ with changes in the _______.
constant
affects
growth and learning
championed; minimizing discomfort/disruption/disequilibrium
today; future
Lewin’s Three Stage Model of Change
Three phases of change: unfreezing; changing; refreezing
- Second category evolved to “transformation and movement”
View situations as affected by a “sea of forces in motion”
- Positive/desirable forces are constantly coming up against negative/undesirable/restraining forces
- force field analysis tool shows how these forces push against each other to maintain status quo
Force field analysis identifies forces that are producing status quo and finds ways to strengthen positive forces and weaken or eliminate restraining forces to “refreeze” a new status quo.
Kotter’s 8-Step Change Model
- Create a sense of urgency
- Form a powerful coalition
- Create a vision for change
- Communicate the vision
- Remove obstacles
- Create short-term wins
- Build on the change
- Anchor the change in corporate culture
Establish smaller targets that can be achieved along the way to the final goal.
Bridges Transition Model
Ending - when people deal with tangible and intangible losses (discontinue the previous work style)
Neutral zone - when repatterning takes place (evaluate new approaches)
new beginnings - when people need to develop a new identity and experience new energy (implement new approach)
What is “transition” during a change process?
the internal psychological process employees go through when they come to terms with a new situation as a result of change
Bridge’s Transition Model 4 P’s
Leaders should provide these to the workforce during change:
Purpose for the change
Picture of the expected outcome
Plan for navigating from the current to the former situation
Part that the employee will play in making the change successful
Kubler-Ross Stages of Grief
People perceive change as a loss and may move through the 5 stages of grief.
Denial
Anger
Bargaining
Depression
Acceptance
Appreciative inquiry
Focused on the search for the best in people, their organizations, and the strengths-filled, opportunity-rich world around them, through inquiry about the strengths and possibilities of a change solution
Appreciative Inquiry 4-D Model
collects people’s stories of best practices to identify the best of what is (discovery), envision what might be (dream), discuss what should be (design), and implement what will be (destiny).
- discovery: the best of what is
- dream: envision what might be
- design: discuss what should be
- destiny: implement what will be
Assigns responsibilities among employees to help org reach set ideal.
ATD Change Model (6)
- Challenge the Current State
- Harmonize and Align Leadership
- Activate Commitment
- Nurture and Formalize a Design
- Guide Implementation
- Evaluate and Institutionalize
T/F: The ATD Change Model is linear.
Change is rarely neat and linear. There is some overlap between the steps.
ATD Change Model: Challenge the Current State
recognizes that something can be different; that there is a preferred future state that challenges the status quo
Addresses the question “Why?”
ATD Change Model: Harmonize and Align Leadership
the need to ensure that leaders are clear about the vision, magnitude, and required actions for change effort
Addresses the question “What?”
ATD Change Model: Activate Commitment
about the need to build commitment, not just compliance, among employees and processes required to reach the ultimate goal
Addresses the question “How?”
ATD Change Model: Nurture and Formalize a Design
change facilitators to use tools to formalize the design, create a communication plan, conduct a risk assessment, select appropriate metrics, and deploy other implementation plans
