change management Flashcards
types of planning
reactive planning
inactivism
preactivism
interactive/proactive planning
reactive planning
occurs after a problem exists
inactivism
Seeks status quo
Try to prevent change
Maintain conformity
If change occurs, it happens sloooooooowly
preactivism
Future oriented
Unsatisfied with past or present
Do not value experience
interactive/proactive planning
Consider past, present and future in planning
Adaptable
Occurs in anticipation of changing needs or to promote growth
strategic planning
Planning should be purposeful and proactive
Focusses on purpose, mission, philosophy, goals
Forecasts the future
Aligns organization’s capability with external opportunities
eg – nursing shortage, succession planning, re-designing workload
Complex and long term
3-10 years
may be done 1-2 times a year for rapidly changing organizations
unit level strategic planning may be shorter (i.e. 6 months)
Healthcare organizations/facilities are vulnerable to external social, economic, and political forces. Long range planning must address these changing forces
change management basics
Rationale for the change needs to be:
Clearly explained
Supported by evidence
Understood by those impacted
Future state needs to be clearly described (versus ‘things will be better’)
Stakeholders needs to be consulted for input
resistance to change
Change alters the balance of a group
Easier to change behaviour of an individual
versus a group
Risk taking and willingness to accept change
varies
change agent
a person skilled in the theory and implementation of planned change
change agent leadership skills
complex problem solving
decision making
interpersonal skills
structured methodologies for managing change
kotter’s 8 step change management model
PROSCI ADKAR change management model
PROSCI ADKAR change management model
The Prosci methodology uniquely integrates individual change management and organizational change management to ensure that business results are achieved.
Prosci’s organizational change management process is built in three phases that a project or change manager can work through for the changes and initiatives they are supporting.
Prosci’s change management methodology and ADKAR Model are continually developed based on research since 1998 with over 4,500 participants.
ADKAR acronym
awareness of the need for change desire to support the change knowledge of how to change ability to demonstrate skills and behaviours reinforcement to make the change stick
adkar phase 1
preparing for change
define you change management strategy
prepare you change management team
develop your sponsorship model
adkar phase 2
managing change
define change management plans
take action and implement plans
adkar phase 3
reinforcing change
collect and analyze feedback
diagnose gaps and manage resistance
implement corrective actions and celebrate success
kotter’s 8 steps
increase urgency build guiding teams get the vision right communication for buy-in enable action create short-term wins don't let up make it stick
3 phases of kotter’s 8 steps
creating a climate for change
engaging and enabling the organization
implementing and sustaining the change
barrier
a potential problem
mitigating strategy
taking action to reduce risk
stakeholder
a person, group or organization that has interest or concern in an organization
stakeholders can affect or be affected by
the organization’s actions, objectives and policies. Some examples of key stakeholders are creditors, directors, employees, government (and its agencies), owners (shareholders), suppliers, unions, and the community from which the business draws its resources.
