Tuesday, May 10, 2011

Change Management: the people side of change

I have been thinking a lot about our school's and our school board's change initiative (technology) as we/I am nearing the end of a good year of striving to implement our change. I thought it would be fun for me to review a blog post I wrote on August 7, 2010. The post below helps me to understand why we accomplished what we did and why we didn't accomplish what we didn't!

Have a look!

"Our change initiative is tricky for me to write about as we have not yet met as a staff to determine the goal of our change and how we will name the change initiative. I am looking very much forward to going through the steps of change with my colleagues yet I realize the first one, creating awareness and vision, will be vital to our success. An esteemed colleague often talked about “planning with the end in mind”. I look forward to collaborating with our staff, as well as being part of the change leadership team to envision what transformational learning will look like for our school.

Hiatt and Creasey have collected data from many organizations and give the most common contributors to success for change management:

Greatest contributors to success

1. Active and visible support, privately and professionally
2. Ensure change remains a priority
3. Demonstrate commitment as role models
4. Provide compelling justification for change
5. Communicate clear understanding of goals and objectives
6. Provide sufficient resources
7. Buy in from managers
8. Exceptional team
9. Continuous and targeted communication
10. Well planned and organized

They also list the common sources of resistance to change in an organization:

Common sources of resistance

1. Lack of awareness of need for the change
2. Current personal situation of the staff and not understanding the reason for change
3. Poorly defined vision of organization after the change
4. Not communicating that it is an expectation that change is happening
5. Lack of status updates and celebrations
6. Not understanding WIIFM (what’s in it for me)
7. Specific behaviours needed for change not clearly defined
8. Unclear procedures for getting help/support systems
9. Comfort with status quo and fear of change
10. Opposition to new technology and learning new “systems”

No matter how small the change within an organization, if change is important it is well worth the effort to plan for successful change management. I trust our team is up to bringing transformational change and transformational leadership."

This helps me greatly in planning for next year, maybe a checklist for our committee to plan next year's work.

1 comment:

  1. This is excellent information. This blog is a concise reminder to make sure all the basics are covered. Hope to see more from you. See more at- http://www.blanchardinternational.co.in/leadership-development-strategy

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