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Self-initiated
change (high
autonomy)
“The Leader‟s relationship and attitude to change plays a key part in the way that change is managed within the
organization”
“Understanding your organization makes easy to make
changes”
CONCEPT 1 : Lewin (1947) : 3 stage
model of Attitude Change
Unfreezing - strategies for gaining support for change
Moving - reducing resistance, motivating, cultural change
Refreezing - evaluating and anchoring change in organization
Unfreezing
• Breaking down existing ways of
doing things
• Discarding conventional methods &
behavioral patterns
• Introduce new methods & behavior
Techniques:
• Education,
• Communication,
• Participation in decision-making,
etc.
Changing or Moving
• Move towards proposed change
• New learning
• It is a time of trial & error
• Careful guidance –problems arise – tackled efficiently
Refreezing
• New beliefs, attitudes gained, behavior learnt are implemented
• Manager – Change agent’s role
• Reinforcement
CONCEPT 2 :Kotter (1996) : Change Management Process
• Establish a sense of urgency
• Create a Guiding Coalition (a critical mass to drive change)
• Develop a Vision and Strategy
• Communicate the Change Vision
• Empower Action
• Generate Short Term Wins
• Consolidate Gains and Produce More Change
• Anchor New Approaches in Culture
CONCEPT 3 : Morgan (1986) : 8 Core Metaphors
• Machines (Efficiency, waste, maintenance, order, clockwork, cogs in a wheel, programs, inputs and outputs, standardization, production, measurement and control, design)
• Organisms (Living systems, environmental conditions, adaptation, life cycles, recycling, needs, homeostasis, evolution, survival of the fittest, health, illness)
• Brains (Learning, parallel information processing, distributed control, mindsets, intelligence, feedback, requisite variety, knowledge, networks)
• Cultures (Society, values, beliefs, laws, ideology, rituals, diversity, traditions, history, service, shared vision and mission, understanding, qualities, families)
• Political Systems (Interests and rights, power, hidden agendas and back room deals, authority, alliances, party-line, censorship, gatekeepers, leaders, conflict management)
• Psychic Prisons (Conscious & unconscious processes, repression & regression, ego, denial, projection, coping & defence mechanisms, pain & pleasure principle, dysfunction, workaholics)
• Flux and Transformation (Constant change, dynamic equilibrium, flow, self-organization, systemic wisdom, attractors, chaos, complexity, butterfly effect, emergent properties, dialectics, paradox)
• Instruments of Domination (Alienation, repression, imposing values, compliance, charisma, maintenance of power, force, exploitation, divide and rule, discrimination, corporate interest)
Using CONCEPT to help understand your organization
• What personal CONCEPT would you use to describe your organization?
• What does the CONCEPT that you chose to describe your organization say about your relationship with it?
• Do you have any control or power, or are you ‘powerless’? Do you want to bring about any change? Do you stand a chance?
The Organisational Iceberg(based on Hellreigel, Slocum and Woodman (1998)
Overt Procedures
Formal Organization Organizational Structure
Technology Financial Resources
Policies and Objectives
Formal Roles / Job Descriptions and Titles
Formal Communication Structures
Rules and Regulations „Public Culture‟
Hidden Ethos „Private Culture‟ Values Norms
Organization Attitudes towards one another Loyalties
Personal Aspirations and Goals Power Networks
Management Styles and Values Motivations and Commitment
Rumour machine Fairness in the Reward Systems Cliques
Threats Bullying Hidden Rules The Silent Majority
Success and rewards for those „in the know‟ Psychological Safety
Reasons for Change
Factors may lead to a necessity for change
• To improve performance
• To reduce waste and inefficiency
• To improve management control and satisfaction of the employees
• To improve the quality and productivity of an organization
• To compete in the changing market environment
• To achieve the desired business results as early as possible
Making Change Happen
Two Approaches to Organizational Change
– Organization Development (OD)
• Formal top-down approach
– Grassroots Change
• An unofficial and informal bottom-up approach. Change that is spontaneous, informal, experimental, and driven from within.
Barriers to Change - identifying the root causes
Its only by
analyzing where the
problem lies that
you can decide what
to do, and work out
what strategies to
put in place -
strategies should be
context specific
Understanding the barriers to change
Individual Resistance
• Lack of trust in those leading process of change
• Confusion about purpose of change
• Lack of consultation and involvement in process of change
• Loss of personal power or freedom
• Loss of identity/status - where identity is tied into position
or title
• Fear of the unknown or future
• Loss of skills and the need to retrain, so loss of expertise
• Life
• Where is the Individual on the ‘ Change Transition’ curve?
Institutional Resistance
• Change not locked into strategic development
• ‘Wrong’ timeframe
• Organizational culture has an in-built inflexibility (new titles but
same old systems and structures beneath)
• Inexperienced and inflexible managers who lack charisma, leading
change
• Threats to existing power holders
• Lacks a ‘fresh’ view of situation
• Carries a history of poor change management
• Poor people management
Kinchington (2004)
Overcoming Resistance to Change
– Education and communication
– Participation and involvement
– Facilitation and support
– Negotiation and agreement
– Leadership
Change Agents
Change Agents
Persons who act as catalysts and assume the responsibility for managing the change process.
Types of Change Agents
Managers: internal entrepreneurs
Non-managers: change specialists
Outside consultants: change implementation experts
Personal Responses to Change
(Lewis-Parker 7 stage ‘Transition Curve’, 1981)
1. Immobilization + shock (mismatch between expectations v reality)
2. Denial of Change
3. Incompetence (resulting in increased awareness and frustration)
4. Acceptance of Reality (willing to let go)
5. Testing (working out ways of dealing with the new reality)
6. Search for Meaning (internalizing the situation and trying to make
sense of it)
7. Integration (leading to changing viewpoint and behaviors)
Managing Stress on Change
1. Individual Approaches
– Implementing time management– Increasing physical exercise–Relaxation training– Expanding social support network
2. Organizational Approaches
– Improved personnel selection and job placement
– Training– Use of realistic goal setting– Redesigning of jobs– Increased employee
involvement– Improved organizational
communication– Offering employee sabbaticals– Establishment of corporate
wellness programs
Strategies normally used by managers to Handle Resistance:
• Avoidance
• Providing Information
• Participation
• Manipulation
• Negotiation
• Power/Force
But maybe a more individualized -tailored approach should be considered
1. Do not ignore the people side of “change Management”
The practice of Change Management is a combination of the methods used by people (usually management teams) within organizations to ensure organizational transition is completed efficiently and effectively.
2. Interpersonal and communication skills
Their interpersonal and communication skills so that they could help their staff overcome the pains associated with change.
3. Stop thinking of change management as a stand-alone initiative and start accepting it as an everyday reality
4. Anticipate what and where the resistance will be and plan for it accordingly
All managers need to realize that resistance to change is normal. Given that change is an ever-present reality in today’s work place, it is safe to say that resistant behavior is inevitable in most organizations. Managers need to identify this behavior and help staff manage it by utilizing the proper interpersonal and communications skills.
Lessons from School LeadersFlintham (2005)
1. Heroic Head - rescues school from failure
2. Consolidator Head - steady hand on tiller
Rebuilds fractured relationships and bruised morale in schools that have been through crisis
or tragedy
3. Nurturing Head
4. Pruner Head -
cuts away dead wood to make room for
new growth
5. Visionary Head - sees long term potential and has
extended plan for its achievement
But what if there is a
mismatch? …..
So, where are the ‘sticking points’ in your organization?
• Do they lie?
• Where do you need to start?
• SWOT?
• How urgent is the need to change?
• Is the change Self-Initiated or Imposed/ Mandated?
Let’s Start the Change …