Change management

What are the two sides of change management?

1. Service need: IDD -DIE (I'd die!) i) IDENTIFY service need ii) DEFINE the project (scope and objectives); iii) DESIGN the solution {new processes, systems and organizational structure); iv) DEVELOP the new processes and systems v) IMPLEMENT the solution into the organization vi) EVALUATE the implementation 2. People change ADKAReinforcement Studies suggest that managing the latter is critical to the success of organisational change - and psychologists and systemic therapists are well placed to do this

Discuss the change management model in depth

ADKAR Awareness of the business reasons for change. Awareness is the goal/outcome of early communications related to an organizational change Desire to engage and participate in the change. Desire is the goal/outcome of sponsorship and resistance management Knowledge about how to change. Knowledge is the goal/outcome of training and coaching/ supervision Ability to realize or implement the change at the required performance level. Ability is the goal/outcome of additional coaching, practice and time REINFORCMENT to ensure change sticks. Reinforcement is the goal/outcome of adoption outcome measurement, corrective action and recognition of successful change

Give an example of a time in which you implemented change?

Answer: introducing memory clinic assistant psychologists to systems. Positive change from my perspective, but complex because across different services with different perspectives and constraints. Informed by ADKAR and need to address both awareness and desire for change Example 1. Managing and supervising my staff to hear and address the concerns of consultants and clinicians in the memory clinic example 2. Managing and supervising PS clinician he was not implementing the agreed strategy for this. I can give details of how we achieve this if you want me to?

What is a useful strategy to help implement change to individual teams or organisations?

Applying ADKAR, an acronym that stands for awareness, desire, knowledge, ability, and reinforcement. Whichever is the first level that does not apply to an individual, team, or organization is the first step to complete in helping them change.https://www.prosci.com/adkar/adkar-model

How do you produce change using change management?

Consider organisational change alongside management of change with employees. If Awareness is needed: discuss and explore the REASONS and BENEFITS for this change. Discuss the RISKS of not changing and why the change needs to happen now. If more desire is needed: to move this person forward you must understand and address their inherent desire to change (which may stem from negative or positive consequences). These MOTIVATING factors have to be great enough to overcome the individual's personal threshold to resisting the change. If more knowledge is needed: AVOID dwelling on reasons for change and motivating factors, as this is unnecessary and could be discouraging. FOCUS now on education and TRAINING for the skills and behaviors necessary to move forward. If more ABILITY is needed: first, time is needed to develop new abilities and behaviors, and this person simply may need more TIME to develop new skills with proficiency. Second, ongoing COACHING and support could be required - consider outside intervention, continued support and mentoring. If more REINFORCEMENT is needed: investigate if the necessary elements are present to keep the person from reverting to old behaviors. Address the INCENTIVES or consequences for not continuing to act in the new way and re-visit the knowledge and ability milestones. It may be that more training and education is needed as processes develop and evolve. https://cdn2.hubspot.net/hubfs/367443/Trademark_new_rule_examples/ADKAR-ebook-TM.pdf?t=1510250286751

What is change management?

The Society for Human Resource Management describes it as 'defining and adopting corporate strategies, structures, procedures and technologies to deal with changes in external conditions and the business/organisational environment'. This makes some sense but it also means that many quite different activities are part of change management. So in part it's Change Management (with capitals) and in part the things we might do in our everyday work that help make organisational change happen.