Week 6 (managing organization change)

Question 1

forces that originate outside the organization
what is this ?

Answer 1

external forces for change

Question 2

1. demographic characteristics
2. technological advancements
3. shareholder, customer, and market changes
4. social, political, and regulatory
   what is this ?

Answer 2

four key external forces for change

Question 3

forces that come from inside the organization
what is this ?

Answer 3

internal forces for change

Question 4

happens individual by individual, work group by work group, throughout an organization
what is this ?

Answer 4

organization change

Question 5

do people resist change ?

Answer 5

not necessarily,
they resist being changed by others

Question 6

in order for people to change, they must what ?

Answer 6

must feel a compelling personal reason to change
- all change is personal

Question 7

successful organization change requires that people have a clear understanding of what ?

Answer 7

of what they are changing to

Question 8

when are people more willing to change ?

Answer 8

if they feel a degree of ownership in how the changes which must affect them will be designed and implemented

Question 9

what are the 3 elements requires for change ?

Answer 9

1. a strong DISSATISFACTION with current situation
2. a COMPELLING VISION for a successful future
3. a PROCESS to help make change happen

Question 10

• feeling that whats been done in the past isn’t good enough
• a desire to go from being good to being great
• wanting to make positive change happen
• a personal commitment to doing whatever it take to change
  which of the 3 elements required for change is this ?

Answer 10

a strong DISSATISFACTION with the current situation

Question 11

• a model for the future that is inspirational and engaging
• a clear understanding of “where we are”, and “where we need to be”
• a widely communicated and clearly articulated vision for the future
  which element required for change is this ?

Answer 11

a COMPELLING VISION for a successful future

Question 12

• information to acquaint people with the importance of change
• a process to help them understand the what and how of change
• communication materials to help ensure understanding of the change
• systems and tools to help drive change throughout the organization
  which element required for change is this ?

Answer 12

a PROCESS to help make change happen

Question 13

what is the change equation ?

Answer 13

change =
(dissatisfaction * vision of the future * process) > resistance

Question 14

what are the 3 steps in the Lewins model of change ?

Answer 14

1. unfreezing
2. changing
3. refreezing

Question 15

• creates the motivation to change
• allows people to feel safe in considering change
  which step in Lewins model of change is this ?

Answer 15

unfreezing

Question 16

• provides new information, new behaviors, new ways of looking at things
• use role models, mentors, experts, training, system/tools to help people change
  which step of Lewins model of change is this ?

Answer 16

changing

Question 17

• reinforcing desired change, new behaviors
• positive reinforcement is probably the best way to do this
• ongoing coaching, modeling, mentoring to help make it permanent
  which step in Lewins model of change is this ?

Answer 17

refreezing

Question 18

there are 8 steps to making change happen
what is this ?

Answer 18

Kotters change model

Question 19

1. establish a sense of urgency
2. develop the guiding coalition
3. develop a compelling vision and strategy
4. communicate the vision widely and get buy in and commitment
5. empower people to take broad based action
6. generate and recognize short term (and small) wins
7. consolidate gains and keep moving— don’t let up
8. make change stick by anchoring it in corporate culture
   what is this ?

Answer 19

Kotters eight steps in making change happen

Question 20

1. allowing too much complexity
2. failing to build a substantial coalition
3. not understanding the need for a clear and compelling vision
4. failing to clearly communicate the vision
5. permitting roadblocks against the vision
6. poor planning and failing to achieve (and recognize) short term wins
7. declaring victory too soon
8. not anchoring changes in corporate culture
   what is this ?

Answer 20

Kotters 8 reasons why change fails

Question 21

• an event that is observable, situational, external to oneself
• sets into motion the transition process
• it starts with a beginning
  what is this ?

Answer 21

change

Question 22

• a psychological event, it is a three phase process that individuals go through over time to come to terms with the external changes
• it starts with an ending
  what is this ?

Answer 22

transition

Question 23

• very, very slow to change
• may leave the system rather than change
• often 20% of employees
  what is this ?

Answer 23

persistent pessimists

Question 24

• move through the personal change journey quickly
• become your evangelists
• often 20% of employees
  what is this ?

Answer 24

early adapters

Question 25

• your target
• approximately 60% of employees
  what is this ?

Answer 25

fence sitters

Question 26

• they are predisposed against change
• fear of the unknown and/or fear of failure
• lack of trust in the organization, its leadership
• loss of status and/or job security
• peer pressure
• disruption of tradition, existing relationships
• personality conflicts
• poor timing
• reward systems not aligned and/or not supporting the change
  what is this ?

Answer 26

why people resist change

Question 27

• education and communication
• participation and involvement
• facilitation and support
• negotiation and agreement
• manipulation and co-option
• explicit and implicit coercion
  what are these ?

Answer 27

strategies for overcoming resistance to change

Question 28

• be passionate in your own commitment
• delegate as much accountability for change as possible
• make people feel needed and a key part of our future success
• be intolerant of weak commitment
• recognize and build momentum as change starts to occur
• recognize and reinforce wins
• communicate, communicate, communicate
  what is this ?

Answer 28

how leaders can influence change

Question 29

what are the 3 steps of individual transition ?

Answer 29

1. endings
2. exploration/learning (neutral zone)
3. new beginnings