Change Management Flashcards
Three elements of adaptability
Cognitive flexibility
Emotional flexibility
Dispositional flexibility
Cognitive flexibility
The ability to use different thinking strategies and mental frameworks
Emotional flexibility
The ability to vary your approach to dealing with your own emotions and those of others
Dispositional flexibility
The ability to remain optimistic and at the same time realistic
Nco with cognitive flexibility habitually
- scan the environment
- develop understanding
- create strategies
Nco with emotional flexibility habitually
- understand and manage emotions
- connect and address the emotions of others
- emotional engagement
- balance emotions and actions
Dispositional flexible nco can be seen in
- optimism
- support
- self identification of tendencies
Definition of change management
Proactively coordinated and structured period transition from situation A to situation B using a systematic approach that address planning for the change
Change sponsors
The people responsible for initiating change within an organization
Change agents
Are responsible for implementation of change in an organization
Change targets
Are those individuals or groups who actually undergo the change
Change cycles
Directive
Participative
Directive change cycle
Effective short term, lose effectiveness as time progresses
Loses effect if changes in sponsor’s power position
Participative change cycle
Relies on personal power, takes longer to implement
Most effective on innovators and early adopters
Three phases in the change process
Unfreezing
Changing
Refreezing
Unfreezing phase
Is intended to motivate your subordinates and help get them ready for change
Changing phase
Is the movement from the old way of doing things to the new way of doing business
Refreezing phase
Is the locking in of the new procedures until they’re a permanent part of daily operations
Evidence stream
Get people to accept that a change is real by providing a steady stream of evidence to demonstrate that the change has happened and is successful
Institutionalization
Make changes stick by building them into the formal fabric of the organization.
New challenge
Get people to maintain interest in a change by giving them new challenges that stimulate them and keep them looking to the future
Rationalization
People have a deep need for consistency, and when they do something they need to have consistency and alignment between their actions and their beliefs
Socializing
Seal changes by building them into the social structures. Give social leaders prominent positions in the change
Individual reactions to change
Innovators
Early adopters
Early majority
Late majority
Laggards
Innovators
A small percentage of the population, those who immediately embrace new ideas. They are usually venturesome, educated, and more willing to take risks than the rest of the population
Early adopters
Usually social and opinion leaders who are often popular, educated, and able to see a competitive advantage in adopting new ideas early
Early majority
Makes up one of the largest groups of people, providing an important link in the change process because they tend to represent mainstream thinking.
Late majority
The other large group in the middle of the curve. Most people in this category are hampered by feelings of insecurity and skepticism, which prevent them from taking risks
Laggards
The last people to embrace new ideas, and they influence on one
