How to Sustain Change Flashcards
Without ongoing support and reminders,
new behaviors can easily slip back into old
routines
Lack of Reinforcement
The daily grind of work can push the new initiative to the back burner, especially as deadlines and urgent tasks take center stage
Competing Priorities
New obstacles and frustrations can
chip away at employee motivation
Unforeseen Challenges
A lack of clear and consistent communication can breed confusion and uncertainty, leading employees to revert to familiar patterns
Inadequate Communication
Managers must create enactive mastery experiences (Learn through failure). Create a culture of social modeling and persuasion
Self-efficacy
Interpretative biases, perceived task difficulty, effort expenditure, amount of external aid received, situational circumstances of performance
Enactive Efficacy Information
Credibility, expertness, consensus, degree of appraisal, familiarity with task demands
Persuasory Efficacy Information
Attribute similarity, performance similarity,
mastery or coping modeling, exemplification of strategies
Vicarious Efficacy Information
Degree of attention and focus, level of
arousal, situational circumstances
Somatic and Affective Information
It ensures that the functions most critical for achieving team purposes are identified and fulfilled, deciding whether a team is appropriate for the work
Effective Team Leadership
Resistant to change by nature
Organizational Behavior
C____ between functions both internal and customer-facing
Coordination
C______ in the activities critical to success
Competence
C_____ in both technical and administrative functions
Creativity
C______ to organizational and customer needs
Commitment
C______ that are honest no matter how difficult
Conversations
Leaders should establish a clear agenda to set the foundation for future success. Team leaders and members should support continuous development efforts to ensure that desired changes are sustainable and become part of the company’s core culture
Support from the top
When a project ends, and through the lifecycle of a program, organizations must make intentional efforts to sustain such change
Change-sustaining approaches
A shift in mindset is necessary to ensure sustainable organizational growth
Shift paradigms when needed
Continual dialogue allows for sustainable organizational change as individuals further understand how certain behaviors, processes, and actions can completely transform an organization
Talk and Communicate
Change agents within an organization help shift a company’s culture and allow others to adopt the same readiness for change
Assimilate and Integrate
Team members should assess their readiness for change and tweak their strategies as needed
Negotiate Results
It is the responsibility of the change manager to design the change process and direct people to comply such that the change objective is achieved as planned
Director
The change manager designs the change process to best fit the conditions faced, recognizing that modifications will almost certainly need to be made en route and that the outcome may not be as originally envisaged
Navigator
To the extent to which intended
outcomes are achieved, this is
primarily the result of environmental factors, not management intervention
Caretaker
The change manager plays a central role in the development of an understanding of the meaning of outcomes, particularly concerning what is taken as a successful
resolution of the change process
Interpreter
Change processes will have outcomes, but these are in continual state of flux and are largely out of the hands of managers
Nurturer
To convert stakeholders to influence behavior and attitude
Redesigning Roles
Reinforce behavior with rewards. Commission or team reward system
Redesign reward systems
Selection criteria are symbols of whether new ideas and change are being encouraged
Link selection decisions to change
objectives
This indicates the permanence of change through adopted practices and priorities
Act consistently with advocated actions
New practices that support the change should be encouraged as the norm at all levels of the organization
Encourage voluntary acts of initiative
Measures are used as a means to quantify the progress of change and to provide achievable goals
Measure Progress
It is encouraging for all involved in the change if short-term wins are acknowledged and celebrated
Celebrate en route
The change program should be open to remodifications which will improve the change outcomes
Fine-tune
