Change Management for Projects - LinkedIn Learning

Question 1

What percent of change initiatives fail to stick?

Answer 1

80%

Question 2

What are the four most common reasons for change failure?

Answer 2

1. Lack of people management skills
2. Inadequate communications
3. Poor leadership
4. Ineffective management

Question 3

What does a change manager do?

Answer 3

• Develops change management plan.
• Sets out communication objectives for the change.
• Plan large number of activities to provide support to staff that will be affected
• Create business continuity plan

Question 4

What does the sponsor do?

Answer 4

• identify benefits the change will deliver
• need to gain buy-in and support for change from key stakeholders
• ensure funding is provided for project
• manage approvals

Question 5

What does the change agent do?

Answer 5

• acts as single point of contact for others in the business unit
• have all details of change and can provide feedback to project manager
• act as facilitators, data gatherers, educators, and advisors
• ensure change gains relevent commitment from stakeholders
• share concerns or conflict with project manager

Question 6

What is the actual name of the change curve?

Answer 6

Kubler-Ross change curve

Question 7

What are the steps of the change curve (in order?)

Answer 7

1. Shock
2. Denial
3. Anger/Blame
4. Bargaining
5. Confusion/Depression
6. Acceptance
7. Problem solving

Question 8

What happens during the first stage of the change curve, shock?

Answer 8

• they may be unable to take it in

- they may ignore the change and quietly try to go on as normal

Question 9

What happens during the second stage of the change curve, denial?

Answer 9

• they don’t really believe the change will happen
• sometimes people work harder than usual, keeping heads under the radar. Thinking harder work will make the change go away.

Question 10

What happens during the third stage of the change curve, anger?

Answer 10

• they may look to blame someone else for the source of the change
• watch out for people being negative about the change to other

Question 11

What happens during the fourth stage of the change curve, bargaining?

Answer 11

• people think if they do more, maybe the change won’t happen and they’ll be safe
• look for people who focus on negotiating to keep things as they are

Question 12

What happens during the fifth stage of the change curve, confusion/depression?

Answer 12

• lowest point in the curve
• watch for people clinging to old ways of doing things, withdrawing, seeming disinterested
• morale and productivity may be low

Question 13

What happens during the sixth stage of the change curve, accepting and problem solving?

Answer 13

• eventually individuals will accept the change

- once they decide to act, they’ll start thinking what they can do (problem solving)

Question 14

What strategy is used to deal with shock?

Answer 14

Meeting one-on-one with each individual to discuss the change.

Question 15

What is jobs/skills related resistance?

Answer 15

When someone is concerned about having to learn new skills and resists the change to delay using the new tools

Question 16

What is status resistance?

Answer 16

When someone has previously experienced a similar change and it went poorly, they may feel anxious this change will be the same and use this as an excuse

Question 17

What is operational resistance?

Answer 17

When there are so many changes happening at the same time that people are overwhelmed with the amount of work to do.

Question 18

What is a force field analysis?

Answer 18

Conducted upfront, this identifies the driving and resisting forces for the change.

It helps create a strategy for resistance and defines activities that need to take place to deal with resistance.

Question 19

What are the four stages of Kolb’s learning cycle?

Answer 19

1. Concrete experience - something happens
2. Reflective observation - you think about it
3. Abstract conceptualization - you identify a pattern
4. Practical experimentation - you test your theory

Question 20

What is CPIG?

Answer 20

A method of segmenting your stakeholders into four broad categories.

Question 21

What does CPIG stand for?

Answer 21

Customers - people who want the change and who will benefit from it

Providers - those who will provide the solution, which could be mix of internal and external people

Influencers - internal/external groups such as media groups, committees

Governance - decision makers or regulators

Question 22

What are the five key factors to consider for each stakeholder when creating a communications plan?

Answer 22

1. Objectives for the communication - understand the purpose of the comm
2. Key messages to get across - selling? explaining benefits? updates?
3. Channel and frequency - Frequency depends on info to share. Channel is dependent on WHO is receiving it
4. Person responsible to create and deliver comms
5. Measurement - how will they be measured?

Question 23

What is the basis of Lewin’s force field analysis?

Answer 23

In order to create momentum for change, the driving forces need to be increased and the resisting forces, decreased.

By adding in a simple scoring system, we can score the level of pressure being exerted by the opposing forces.