Chapter 7 Flashcards
Degree of impact
Direct impact - the change will have a direct impact to them or how they work
Indirect impact - the change will have an indirect impact to them or how they work
No impact - the change will have no impact to them or how they work.
What is a stakeholder? (example IB)
Customers (Students Employees (Lectorers) Investors MP´s Media Contractors and suppliers Local authorities Community groups Environmental groups Our regulators
Stakeholder need assessment
Step1: Identify the stakeholders
Step2: Identify the needs of each stakeholder
Step3: Build a trust bond with each stakeholder
Step4: Build trust bridges between stakeholders and their groups
Step5: Combine the needs in a single document
4 things to consider when working with stakeholders:
Team structure
Team culture and dynamics
Team demographics
Team function, roles, and responsibilities - the purpose of the team within the organization.
Mediation
Mediation seeks to promote understanding through open communication
In mediation, ask the question: “how do we engage people in the changes being made so that we all benefit from this initiative?”
Team structure
Functional role within the organization; reporting relationships (formal or informal)
Team culture and dynamics
Can be different between the overall organization and the individual teams.
Team demographics
Statistical data of the team and particular groups (or cliques) within it. Effectively this is the age, background, and gender make-up of the team.
Team function, roles, and responsibilities
The purpose of the team within the organization.
5 Change Considerations
Culture
Capacity & Capability
Organizational Structure
Roles & Responsibilities
Level of intimacy
5 Change Considerations
Culture
Change can be stressful, and stress can amplify bad behaviors. You may also see new behaviors pop up. If the business culture is bad to start with, it will influence the change in a negative way. If the business has a good culture to start with, it will influence the business in a positive way.
5 Change Considerations
Capacity & Capability
If capacity is low, the change will go slower. However, when you add additional people to a team to fix capacity issues, this may cause trouble too as the team will need to re-adjust to the new members. When the capabilities of the people are expected to change, people will react with fear. Well-designed training programs will lessen the fear and increase trust in new capabilities.
5 Change Considerations
Organizational Structure
It is crucial to know exactly what parts of the organizational structure are changing, so that the appropriate strategies and plans can be executed. It is important to know what parts of the organization are changing, if it is a merger or an acquisition as they represent the level of threat to an individual’s job security and they will react accordingly.
5 Change Considerations
Roles & Responsibilities
When roles and responsibilities change, it is often because tasks, authorities, and specific functions are being added, changed, or entirely removed. Think back to how people feel about their jobs. Remember that they usually integrate their professional role as a part of their personal identity. Changing roles and responsibilities can threaten that, and people do not usually just jump at the chance to change.
