Consultation Flashcards
4 steps of the consulting process
- Define problem
- Design and implement solution
- Measure effectiveness
- Sustain improvement
HR’s key responsibility in consulting process
Communication and management of stakeholders
Collect data to identify gaps between desired and actual performance and potential causes for gap. Analyze and sort data to be reported to stakeholders in a way that helps them understand
Define the Problem
SOAR analysis
identifies strengths, opportunities, aspirations, and results
Team determines critical characteristics of a successful decision, use a matrix to score options
Multi-Criteria Decision Analysis (MCDA)
Identify all relevant costs and benefits
Cost-Benefit Analysis (CBA)
Analyze forces favoring and opposing a change, uses factors to score different opportunities
Force-Field Analysis
J Curve Concept
when a change is introduced, there is typically an initial decline in performance, then a slow return to previous levels, and a more rapid growth to a new level of performace
HR’s responsibility in change management
work with stakeholders to help them understand the benefits of a change initiative - to the broad org and individual
How to handle resistance to change
shift through empathy, communication, and support
How to handle neutral to change
shift by selling benefits, opportunities for involvement
How to handle welcoming change
maintain through recognition, delegation, and support
4 Conditions that make change possible
- shared purpose
- reinforcement systems
- skills required for change (training)
- consistent role models
Unfreezing stage in Lewin’s Model Change Process
get people to accept that the change is happening, reduce factors that work against the change
Moving stage in Lewin’s Model Change Process
getting people to accept the new, desired state
Refreezing stage in Lewin’s Model Change Process
once implemented, making the new idea a regular part of the organization
Mckinsey 7 S elements that must be aligned for change
Style
Skills
Systems
Structure
Staff
Strategy
Shared values
Top-down sequence with complete change at each level. Change at one level high up eventually transforms the levels beneath it
Cascade
Change originates at top and is broadcast to entire org. Individuals slowly change with more info, change becomes uniform across the org
Progressive
Independent centers and multiple origins of the change within the org, at any level. Change radiates out unevenly, accelerating when top leaders support local change
Organic
The most important skill needed for change management
Communication
