That's not quite right.
Change management helps to align the right resources to necessary change tasks. And the associated costs can be managed so that they don't get out of control. Any knowledge or skills gaps can be identified and external resources brought in as necessary.
Defining and being clear on the intended outcome(s) is also hugely beneficial as this focus provides a useful evaluation method to gauge progress. It can also act as a motivator when the change process reaches a challenging spot.
While it's true that a good change management process can eliminate, or significantly reduce, disruption to business-as-usual activity, it's not realistic to suggest that no breaks in service should be expected. However, if these are anticipated then risk can be mitigated and managed as part of the change management process.
Finally, a good change programme can positively enhance an organisation's reputation. The organisation can demonstrate it responds to customer needs and demands, and the outcomes of the change should benefit them.
","notFinal":"That's not quite right; reset and have another go.
"},"_partlyCorrect":{"_shouldUseGlobalPartlyCorrectFeedback":false,"notFinal":"That's only partly right; reset and have another go.
","final":"Almost!
Change management helps to align the right resources to necessary change tasks. And the associated costs can be managed so that they don't get out of control. Any knowledge or skills gaps can be identified and external resources brought in as necessary.
Defining and being clear on the intended outcome(s) is also hugely beneficial as this focus provides a useful evaluation method to gauge progress. It can also act as a motivator when the change process reaches a challenging spot.
While it's true that a good change management process can eliminate, or significantly reduce, disruption to business-as-usual activity, it's not realistic to suggest that no breaks in service should be expected. However, if these are anticipated then risk can be mitigated and managed as part of the change management process.
Finally, a good change programme can positively enhance an organisation's reputation. The organisation can demonstrate it responds to customer needs and demands, and the outcomes of the change should benefit them.
"},"_correctGraphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"_position":"right"},"_incorrectFinalGraphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"_position":"right"},"_incorrectNotFinalGraphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"_position":"right"},"_partlyCorrectFinalGraphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"_position":"right"},"_partlyCorrectNotFinalGraphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"_position":"right"},"correct":"Yes, that's correct.
Change management helps to align the right resources to necessary change tasks. And the associated costs can be managed so that they don't get out of control. Any knowledge or skills gaps can be identified and external resources brought in as necessary.
Defining and being clear on the intended outcome(s) is also hugely beneficial as this focus provides a useful evaluation method to gauge progress. It can also act as a motivator when the change process reaches a challenging spot.
While it's true that a good change management process can eliminate, or significantly reduce, disruption to business-as-usual activity, it's not realistic to suggest that no breaks in service should be expected. However, if these are anticipated then risk can be mitigated and managed as part of the change management process.
Finally, a good change programme can positively enhance an organisation's reputation. The organisation can demonstrate it responds to customer needs and demands, and the outcomes of the change should benefit them.
"},"_feedbackInlineStyles":{"_buttonAlignment":"center","_iconAlignment":"center","_bodyTextAlignment":"center","_titleTextAlignment":"center","_isEnabled":false},"_feedbackNavigation":{"_incorrectNotFinal":{"_isEnabled":false},"_incorrect":{"_isEnabled":false},"_partlyCorrectNotFinal":{"_isEnabled":false},"_partlyCorrect":{"_isEnabled":false},"_correct":{"_isEnabled":false}},"_items":[{"itemIndex":0,"_id":"59ad688f0f090be73644f867","text":"Existing resources within the organisation can be used","_feedbackGraphic":{"_position":"right","srcAdvanced":{"_setImagePerDeviceSize":false}},"_shouldBeSelected":true},{"itemIndex":1,"_id":"59ad68920f090be73644f868","text":"The outcomes are pre-defined and provide a focus for all change efforts","_feedbackGraphic":{"_position":"right","srcAdvanced":{"_setImagePerDeviceSize":false}},"_shouldBeSelected":true},{"itemIndex":2,"_id":"59ad68950f090be73644f869","text":"The image and reputation of the organisation is protected","_feedbackGraphic":{"_position":"right","srcAdvanced":{"_setImagePerDeviceSize":false}},"_shouldBeSelected":false},{"itemIndex":3,"_id":"59ad68980f090be73644f86a","text":"The day-to-day running of the organisation is guaranteed to be uninterrupted","_feedbackGraphic":{"_position":"right","srcAdvanced":{"_setImagePerDeviceSize":false}},"_shouldBeSelected":false}],"_questionGraphic":{"srcAdvanced":{"_setImagePerDeviceSize":false}},"_shouldUseQuestionGraphic":false,"_canAutoSubmit":false,"_shouldShowDisplayTitleInFeedback":true,"_shouldUseIndividualItemFeedback":false,"_useCustomItemPrefix":false,"_selectable":4,"_isRandom":true,"_shouldDisplayAttempts":false,"_attempts":1,"_useQuestionBank":false,"_interactionLabel":{"_complete":{"icon":"finger-tap"},"_incomplete":{"label":"Select all that apply from the options below.","icon":"finger-tap"},"_location":"before widget"},"_isInteractionLabelEnabled":true,"title":"MCQ Title","_isQuestionType":true,"_type":"component","_updatedAt":"2020-05-25T12:56:40.193Z","_updatedBy":"599fe39e0f59f2cd39837a48"},{"_id":"5c3ef8c8bb3291583df452a8","_component":"media","_layout":"full","_courseId":"5c3ef8c8bb3291583df452a2","_parentId":"5c3ef8c8bb3291583df452a7","__v":0,"_refId":"59ad4a730f090be73644f865","instruction":"The animation below reveals more about what change management is and why it matters.","_classes":"","ariaLabel":"","_tags":{"_tagsList":[],"_isEnabled":false},"_stamps":{"_isEnabled":false},"_search":{"_searchTagIds":[]},"_reflection":{"_isEnabled":false},"_progress":{"_isEnabled":true},"_hint":{"_isEnabled":false},"_courseAttainment":{"_isEnabled":true},"_courseAssessment":{"_isEnabled":false},"_assignment":{"feedback":"","_isCorrect":false,"_isMarked":false,"_isEnabled":false},"_badges":{"_badgeIds":[]},"_points":{"_isEnabled":false},"_stars":{"_isEnabled":false},"_transcript":{"_shouldOpenTranscriptInPopup":false,"_shouldNotDisplayTitleInPopup":false,"body":"Change is as good as a holiday, they say
But only if you manage it in an organised and robust way
Processes, methodologies and techniques will guide you down the correct path
And will help to ensure your change programme isn’t sent for an early bath
Plan your communications, ensure they are clear
And when your team voice opinions, give them an ear
It’s important that you engage hearts, not just heads
That’s the way you’ll implement a change programme that truly imbeds
Be honest about the obstacles and the hurdles you’ll face
Change can be problematic, so give issues their place
It’s worth it in the end, as change is a given
It’s how all the best and most successful organisations are driven
","button":"Transcript"},"_audio":{"ariaLabel":"Select this button to play an audio description of the video.","_buttonText":"AD","_isEnabled":false},"_media":{"poster":{"_type":"image","_extension":"png","_id":"5c6c311f94aab5403215acef"},"_shouldHidePlayButton":false,"_shouldHidePlayerControls":false,"_shouldAutoPlay":false,"mp4":{"_id":"5c3f0d0bbb3291583df453d0","_extension":"mp4","_type":"video"},"_isExternalLink":false},"_setCompletionOn":"play","_interactionLabel":{"_complete":{"label":"Select the play button to begin.","icon":"clapboard-play"},"_incomplete":{"icon":"clapboard-play","label":"Select the play button to begin."},"_location":"before widget"},"_isInteractionLabelEnabled":true,"title":"Media Title","_isQuestionType":false,"_type":"component","_updatedAt":"2020-05-25T12:56:41.333Z","_updatedBy":"599fe39e0f59f2cd39837a48"},{"_id":"5c3ef8c8bb3291583df452ad","_component":"mcq","_layout":"full","_courseId":"5c3ef8c8bb3291583df452a2","_parentId":"5c3ef8c8bb3291583df452ac","__v":0,"body":"","instruction":"2. How does change management benefit your team?","_refId":"59ad69a40f090be73644f86e","_classes":"","ariaLabel":"","_tags":{"_tagsList":[],"_isEnabled":false},"_stamps":{"_isEnabled":false},"_search":{"_searchTagIds":[]},"_reflection":{"_isEnabled":false},"_progress":{"_isEnabled":true},"_hint":{"_isEnabled":false},"_courseAttainment":{"_isEnabled":true},"_courseAssessment":{"_isEnabled":false},"_assignment":{"feedback":"","_isCorrect":false,"_isMarked":false,"_isEnabled":false},"_badges":{"_badgeIds":[]},"_points":{"_isEnabled":false},"_stars":{"_isEnabled":false},"_feedback":{"_shouldUseGlobalCorrectFeedback":false,"_incorrect":{"_shouldUseGlobalIncorrectFeedback":false,"final":"That's not quite right.
Any good change management process should acknowledge that staff could feel unsettled and anxious. Not every employee is going to feel immediately enthused and could suffer a dip in morale and productivity. This kind of reaction is understandable. These concerns should be dealt with appropriately to help them to move to a more positive place where they understand why change is happening and the impact on them.
From this place of understanding the team could be in a position where they can actively contribute to the process, perhaps by making suggestions to how their immediate systems and procedures can best support the outcomes.
Change can also present opportunities for professional development, if new skills and knowledge are required to create and maintain new systems and processes.
","notFinal":"That's not right; reset and have another go.
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","final":"Almost!
Any good change management process should acknowledge that staff could feel unsettled and anxious. Not every employee is going to feel immediately enthused and could suffer a dip in morale and productivity. This kind of reaction is understandable. These concerns should be dealt with appropriately to help them to move to a more positive place where they understand why change is happening and the impact on them.
From this place of understanding the team could be in a position where they can actively contribute to the process, perhaps by making suggestions to how their immediate systems and procedures can best support the outcomes.
Change can also present opportunities for professional development, if new skills and knowledge are required to create and maintain new systems and processes.
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Any good change management process should acknowledge that staff could feel unsettled and anxious. Not every employee is going to feel immediately enthused and could suffer a dip in morale and productivity. This kind of reaction is understandable. These concerns should be dealt with appropriately to help them to move to a more positive place where they understand why change is happening and the impact on them.
From this place of understanding the team could be in a position where they can actively contribute to the process, perhaps by making suggestions to how their immediate systems and procedures can best support the outcomes.
Change can also present opportunities for professional development, if new skills and knowledge are required to create and maintain new systems and processes.
Your reflections have been saved and will be available for review later in Change Management 101.
","displayTitle":"","instruction":"Take some time to reflect on how you currently manage or support change in your organisation. Do you have any concerns? What do you currently do well? What do you need to develop or learn more about?If you've finished recording your ideas, listen to the advice Anna Daptor gives Raavi to hear how it compares to yours.
","_tags":{"_tagsList":[],"_isEnabled":false},"_stamps":{"_isEnabled":false},"_search":{"_searchTagIds":[]},"_reflection":{"_isEnabled":false},"_progress":{"_isEnabled":true},"_hint":{"_isEnabled":false},"_courseAttainment":{"_isEnabled":true},"_courseAssessment":{"_isEnabled":false},"_assignment":{"feedback":"","_isCorrect":false,"_isMarked":false,"_isEnabled":false},"_badges":{"_badgeIds":[]},"_points":{"_isEnabled":false},"_stars":{"_isEnabled":false},"_transcript":{"body":"Anna Daptor: We’re back with Raavi. So, Raavi, here’s my advice.
Raavi: I’m all ears.
Anna Daptor: Wonderful. I do so enjoy a listener who listens. So, you can’t stop the change. It’s happening. But it’s important to understand the reasons behind your chap’s resistance and to help him move towards accepting the situation. You need to have an open and honest discussion with him.
Raavi: I’ve tried talking to him.
Anna Daptor: What? A passing “how’s it going”? Yes, I can imagine. No, you need to have a dedicated one to one. Firstly, tell him up front what the chat is to be about. Don’t surprise him. Set aside a time and give him notice so that he can reflect appropriately. Ask him to list about his concerns and where he thinks they are coming from. Be clear that this is an informal conversation, but it’s designed to help and the focus is to reach a positive and purposeful outcome. That’s what you’re aiming for.
Raavi: Sure. I can see why that would help to frame the conversation the right way.
Anna Daptor: Indeed it shall. During the conversation run through his concerns. Although you might not necessarily agree with all his points, it is important to listen carefully and take his comments on board. This in itself could go a long way towards alleviating his feelings of confusion or anxiety.
If he raises any issues that genuinely need to be addressed, invite him to suggest potential solutions in the first instance. He may have some great ideas for how things could be improved that you could implement.
Raavi: Sure. I did ask everyone their thoughts but I can see why a one to one situation might be better.
Anna Daptor: It’s important to be honest with him, though. If his suggestions are going to negatively impact the change, or simply don’t cut the mustard, make this clear. Sensitively, of course! If you do not have an answer or solution immediately, explain that you will look into it and come back to him as soon as possible.
If you have alternative suggestions then ask him for his thoughts. Don’t dictate them to him. It’s a discussion you’re having.
Raavi: But what if he’s not open to this conversation or is being difficult?
Anna Daptor: Well, it’s important that you recognise that he might not be being difficult for the sake of it. His feelings about a change may stem from a place of insecurity or a lack of confidence. If you get a sense that this is the case, try to provide reassurances if possible, such as stating confidence in his ability.
Raavi: And if we reach a stalemate?
Anna Daptor: Then don’t just blunder on, Raavi. Bring the conversation to a temporary close and suggest to him that you both go off, reflect, and meet again in a few days time to continue the conversation.
Raavi: Sure. Any last pieces of advice for me?
Anna Daptor: Just to keep an open mind to his ideas, Raavi. And remember to follow-up and check-in with him. The conversation shouldn’t be an isolated occurrence. Ok? Ah, thanks for calling, Raavi. Right, who do we have next? [Fades out ...]
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The exercise will take one hour to complete and requires 10 minutes of advance preparation time. If a significant change, such as an organisational restructure, is the topic of discussion, you may need to allow more than one hour for the exercise itself.
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One of the ways a manager is likely to be asked to support a change initiative is by implementing improvements to processes or procedures. An improvement implementation plan sets out the actions required for this to become a reality. It should be created once a potential improvement has been identified and a solution has been decided upon. Use this checklist to ensure that all the key elements of a successful improvement implementation plan have been captured.
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Initially, change leaders have to be excellent salespeople, to describe and sell their vision of the future and the need for change to everyone from senior management to customer-facing employees.
","_id":"57822ea741b6a53e2f346867","itemIndex":0,"title":"","_shouldSetCompletion":false,"_revealGraphicLayout":"top","_revealGraphic":{"srcAdvanced":{"_setImagePerDeviceSize":false}},"_graphic":{"caption":"","srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_type":"image","_extension":"png","_id":"5c8144a794aab5403215d51d"}}},{"title":"","text":"Work that network
They will need strong networking and influencing skills, to identify and get buy-in from key stakeholders, both for the guiding coalition and across the organisation. This may also have to extend outside of the organisation, depending on the specific circumstances of the change exercise.
","_id":"57822eaa41b6a53e2f346869","itemIndex":1,"_shouldSetCompletion":false,"_revealGraphicLayout":"top","_revealGraphic":{"srcAdvanced":{"_setImagePerDeviceSize":false}},"_graphic":{"caption":"","srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_type":"image","_extension":"png","_id":"5c8144b994aab5403215d51e"}}},{"title":"","text":"Prove that commitment is happening
Once the change leader has buy-in from senior management, one of the most vital communication efforts will be to demonstrate that commitment across the organisation. Regular communications and updates about the change will not only show the wholehearted commitment of management, they will also be useful in overcoming resistance by helping everyone to feel involved and well-informed.
","itemIndex":2,"_id":"57822ea541b6a53e2f346866","_shouldSetCompletion":false,"_revealGraphicLayout":"top","_revealGraphic":{"srcAdvanced":{"_setImagePerDeviceSize":false}},"_graphic":{"caption":"","srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_type":"image","_extension":"png","_id":"5c8144cd94aab5403215d51f"}}},{"text":"Seasoned negotiation
The change leader will also need to be adept at negotiating with key players, like departmental heads or budget holders, for resources, for changes in procedures, and to resolve conflict. Change experts David Buchanan and David Boddy specifically identify the need for ‘backstage activity’: “the politicking, the wheeler-dealing, the fixing and negotiating, the coalition building and the trade-offs” which cannot be openly discussed in the organisation without damaging the credibility and legitimacy of the change exercise.
Listen well and delegate
At the same time, the leader must be a good listener, inviting and accepting feedback from their team and knowing when to delegate specific decisions, tasks and responsibilities to managers and specialists. This will often mean defining what needs to be achieved by a person, team or department and allowing them to decide exactly how they go about delivering that aim.
","itemIndex":4,"_id":"57822ea841b6a53e2f346868","_shouldSetCompletion":false,"_revealGraphicLayout":"top","_revealGraphic":{"srcAdvanced":{"_setImagePerDeviceSize":false}},"_graphic":{"caption":"","srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_type":"image","_extension":"png","_id":"5c8144ef94aab5403215d521"}}}],"_shouldDisableItemTitles":false,"_shouldCenterCaption":false,"_shouldDisplayCaptionOverGraphic":false,"_shouldShowMarking":false,"_isExploratoryQuestion":false,"_interactionLabel":{"_complete":{"icon":"finger-tap","label":"Select each icon to view more details."},"_incomplete":{"label":"Select each icon to view more details.","icon":"finger-tap"},"_location":"before widget"},"_isInteractionLabelEnabled":true,"title":"Skill 3 Text Reveal","_isQuestionType":false,"_type":"component","_updatedAt":"2020-01-08T08:45:45.217Z","_updatedBy":"59a95b0c0f59f2cd39837af7"},{"_id":"5c3ef8cabb3291583df45302","_courseId":"5c3ef8c8bb3291583df452a2","_parentId":"5c3ef8cabb3291583df45301","_layout":"left","_component":"text","__v":0,"body":"The resources available to you are:
Each resource can be downloaded as a customisable Word document or as a PDF.
","displayTitle":"","_refId":"5783d12541b6a53e2f346918","_classes":"","_tags":{"_tagsList":[],"_isEnabled":false},"_stamps":{"_isEnabled":false},"_search":{"_searchTagIds":[]},"_reflection":{"_isEnabled":false},"_progress":{"_isEnabled":true},"_hint":{"_isEnabled":false},"_courseAttainment":{"_isEnabled":false},"_courseAssessment":{"_isEnabled":false},"_assignment":{"feedback":"","_isCorrect":false,"_isMarked":false,"_isEnabled":false},"_badges":{"_badgeIds":[]},"_points":{"_isEnabled":false},"_stars":{"_isEnabled":false},"_interactionLabel":{"_location":"before body"},"_isInteractionLabelEnabled":false,"_displayTitleSettings":{"_fontSize":"18"},"title":"Text Title","_isQuestionType":false,"_type":"component"},{"_id":"5c3ef8cbbb3291583df45306","_component":"links","_layout":"left","_courseId":"5c3ef8c8bb3291583df452a2","_parentId":"5c3ef8cbbb3291583df45305","__v":0,"_refId":"59afc21c0f090be73644f8c7","body":"Instigating change is rarely simple, so it is important to conduct a thorough scope before you get started. This can be used to allay any fears that people may have, make the business case for change, plan out necessary steps and test your own knowledge. This template will help you create a scope document.
","instruction":"","_classes":"","ariaLabel":"","_tags":{"_tagsList":[],"_isEnabled":false},"_stamps":{"_isEnabled":false},"_search":{"_searchTagIds":[]},"_reflection":{"_isEnabled":false},"_progress":{"_isEnabled":true},"_hint":{"_isEnabled":false},"_courseAttainment":{"_isEnabled":false},"_courseAssessment":{"_isEnabled":false},"_assignment":{"feedback":"","_isCorrect":false,"_isMarked":false,"_isEnabled":false},"_badges":{"_badgeIds":[]},"_points":{"_isEnabled":false},"_stars":{"_isEnabled":false},"_animations":{"_easing":"default","_scaleIn":{"_from":50,"_isEnabled":false},"_fadeIn":{"_from":0,"_isEnabled":false},"_slideInY":{"_from":50,"_isReverseDirection":false,"_isEnabled":false},"_slideInX":{"_from":50,"_isReverseDirection":false,"_isEnabled":false}},"_items":[{"itemIndex":0,"_id":"59afc2610f090be73644f8c8","itemTitle":"Word version","_type":"resources","link":"5c869a8c94aab5403215dadc","_isComplete":false,"_linkAlignment":"left","_linkPosition":"top","_isButton":true,"_isInternalLink":true,"_shouldUnlockOnComponent":false,"_components":[],"_shouldCompleteComponentsInPage":false,"_shouldCloseWindow":false,"_linkTarget":"new window","_graphic":{"disabledSrcAdvanced":{"_setImagePerDeviceSize":false},"srcAdvanced":{"_setImagePerDeviceSize":false}},"_isImageLink":false},{"itemIndex":1,"_id":"59afc26e0f090be73644f8c9","itemTitle":"PDF version","_type":"resources","link":"5c869aa794aab5403215dadd","_isComplete":false,"_linkAlignment":"left","_linkPosition":"top","_isButton":true,"_isInternalLink":true,"_shouldUnlockOnComponent":false,"_components":[],"_shouldCompleteComponentsInPage":false,"_shouldCloseWindow":false,"_linkTarget":"new window","_graphic":{"disabledSrcAdvanced":{"_setImagePerDeviceSize":false},"srcAdvanced":{"_setImagePerDeviceSize":false}},"_isImageLink":false}],"_setCompletionOn":"inview","_interactionLabel":{"_complete":{"icon":"cloud-download","label":"Download the tool in Word or PDF format using the links below."},"_incomplete":{"icon":"cloud-download","label":"Download the tool in Word or PDF format using the links below."},"_location":"before widget"},"_isInteractionLabelEnabled":true,"title":"Link Title","_isQuestionType":false,"_type":"component"},{"_id":"5c3ef8c8bb3291583df452bc","_component":"narrative","_layout":"full","_courseId":"5c3ef8c8bb3291583df452a2","_parentId":"5c3ef8c8bb3291583df452bb","__v":0,"_refId":"59ae7c2f0f090be73644f87a","instruction":"Below is an overview of the implementation part of change management, and the broad areas that need to be covered in order to bring change to life. There are a range of models, tools and techniques that can help with this process, which we introduce in this section.","_classes":"","ariaLabel":"","_tags":{"_tagsList":[],"_isEnabled":false},"_stamps":{"_isEnabled":false},"_search":{"_searchTagIds":[]},"_reflection":{"_isEnabled":false},"_progress":{"_isEnabled":true},"_hint":{"_isEnabled":false},"_courseAttainment":{"_isEnabled":false},"_courseAssessment":{"_isEnabled":false},"_assignment":{"feedback":"","_isCorrect":false,"_isMarked":false,"_isEnabled":false},"_badges":{"_badgeIds":[]},"_points":{"_isEnabled":false},"_stars":{"_isEnabled":false},"_animations":{"_easing":"slow","_scaleIn":{"_from":0,"_isEnabled":false},"_fadeIn":{"_from":0,"_isEnabled":false},"_slideIn":true},"_canPulsate":true,"_items":[{"title":"First things first - define the change management strategy","body":"This should naturally follow on from the vision, and is the first critical step in implementing a robust change management methodology.
The strategy should define the overarching approach an organisation will take to manage change given the unique situation of the particular project or initiative. A well-formulated strategy should provide a roadmap for the organisation to follow, describing the scope of the change, who will be involved and how the change will impact the organisation.
A good change management strategy drives change from the highest level, providing direction and informing decision-making throughout the entire process of change.
","itemIndex":0,"_id":"59ae7c360f090be73644f87b","_graphicTextStyles":{"_mobile":{"_fontColor":"transparent"},"_tablet":{"_fontColor":"transparent"},"_desktop":{"_fontColor":"transparent"}},"_graphicTextRightPadding":0,"_graphicTextLeftPadding":0,"_graphicTextBottomPadding":0,"_graphicTextTopPadding":0,"_graphicTextWidth":100,"_graphicTextLayout":"top","_shouldEnableGraphicText":false,"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_id":"5c6e93fd94aab5403215ae42","_extension":"png","_type":"image"}}},{"body":"Change cannot be delivered by one person, so the next step is to put together a team of people who can help you deliver the strategy. Think about the key people in your organisation who can help make change happen, and what their remits and areas of responsibility are.
Although many change processes start with just a few people, many more need to lend their support to make change successful.
As you assemble your change team, it is important to identify senior people who are likely to try to block change. Aside from putting in place your organisation’s top team to lead change, you will also need to give some thought to teams and individuals that will actually carry out the change management work itself.
","itemIndex":1,"_id":"59ae7cf90f090be73644f87c","title":"Assemble a change team","_graphicTextStyles":{"_mobile":{"_fontColor":"transparent"},"_tablet":{"_fontColor":"transparent"},"_desktop":{"_fontColor":"transparent"}},"_graphicTextRightPadding":0,"_graphicTextLeftPadding":0,"_graphicTextBottomPadding":0,"_graphicTextTopPadding":0,"_graphicTextWidth":100,"_graphicTextLayout":"top","_shouldEnableGraphicText":false,"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_id":"5c6e93ef94aab5403215ae41","_extension":"png","_type":"image"}}},{"title":"Develop measures for success","body":"Whether you are embarking on a comprehensive change programme or a short-term initiative for continuous improvement, it is essential to determine whether or not the overall aims of the change have been met.
A critical early stage in the change planning process is to determine the measures that will be used to monitor and evaluate the outcomes of the change. This often goes hand in hand with the development of specific change plans for each area of the organisation.
Depending on the type of change, you may need to measure financial performance, productivity, employee performance, customer service, technical performance or sales and marketing activity.
The timeframe over which the measures will be taken should also be determined at the outset, especially when in a turnaround situation where instant results are required. It is also essential to start collecting data before the commencement of a change or improvement project so that there is sufficient data to compare post-change results to.
","_id":"59ae7cf90f090be73644f87d","itemIndex":2,"_graphicTextStyles":{"_mobile":{"_fontColor":"transparent"},"_tablet":{"_fontColor":"transparent"},"_desktop":{"_fontColor":"transparent"}},"_graphicTextRightPadding":0,"_graphicTextLeftPadding":0,"_graphicTextBottomPadding":0,"_graphicTextTopPadding":0,"_graphicTextWidth":100,"_graphicTextLayout":"top","_shouldEnableGraphicText":false,"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_id":"5c6e93e394aab5403215ae40","_extension":"png","_type":"image"}}},{"title":"Create specific change management plans","itemIndex":3,"_id":"59ae7cfa0f090be73644f87e","body":"These are derived from the overarching change management strategy, and should cover each part of the business. For each department or team, consider what needs to happen in order to make the change a reality, for example:
No matter how well you plan for change, not everyone will be comfortable with it. It is likely that you will face resistance from some quarters. Addressing resistance should not be a reactive afterthought.
There are many proactive steps that can be taken to address and mitigate resistance that should form an integral part of the change management process.
A good place to start is to conduct a broad exercise to identify anticipated points of resistance and likely barriers which stand in the way of achieving change, and what can be done to combat each one.
A tailored resistance management plan can be used as a means of understanding and addressing resistance. It is also important to gather regular feedback from employees as changes start to be implemented and to respond to resistance on an ongoing basis.
","_graphicTextStyles":{"_mobile":{"_fontColor":"transparent"},"_tablet":{"_fontColor":"transparent"},"_desktop":{"_fontColor":"transparent"}},"_graphicTextRightPadding":0,"_graphicTextLeftPadding":0,"_graphicTextBottomPadding":0,"_graphicTextTopPadding":0,"_graphicTextWidth":100,"_graphicTextLayout":"top","_shouldEnableGraphicText":false,"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_id":"5c6e93c594aab5403215ae3e","_extension":"png","_type":"image"}}},{"body":"Many change initiatives fail because the change has not been communicated effectively to employees. This can breed uncertainty and a fear of the unknown.
Clear, effective communication is the key to addressing many of the people problems associated with change. The most effective change management programmes include regular, targeted communications, which reinforce core messages in an inspirational and accessible way.
You should not underestimate the amount of communication that is needed to support change. Ideally, you should aim to make use of as many communication channels as possible when it comes to raising awareness of the aims of the change programme and the benefits it will bring to your organisation.
As a starting point, it can be helpful to map existing communication channels and then plan out an effective internal communications campaign utilising a mix of face-to-face briefing sessions, emails, flyers, posters and social media.
","itemIndex":5,"_id":"5aa84a1c1fc6266e6f05ca34","title":"Develop robust communication plans","_graphicTextStyles":{"_mobile":{"_fontColor":"transparent"},"_tablet":{"_fontColor":"transparent"},"_desktop":{"_fontColor":"transparent"}},"_graphicTextRightPadding":0,"_graphicTextLeftPadding":0,"_graphicTextBottomPadding":0,"_graphicTextTopPadding":0,"_graphicTextWidth":100,"_graphicTextLayout":"top","_shouldEnableGraphicText":false,"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_id":"5c6e93b394aab5403215ae3d","_extension":"png","_type":"image"}}},{"body":"As the changes start to get underway, it is important to ensure that employees at all levels are receiving appropriate support. This should involve practical, job-related assistance to help people get to grips with changes to their job role, as well as emotional support to help people cope during times of uncertainty and upheaval.
Change projects almost always need people to learn new skills. A development needs assessment is a structured way of ensuring that the right people are given the right development and support at the right time.
Team managers should play a key role in terms of coaching and guiding their teams and demonstrating new behaviours that employees can take direction from.
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Change presents many positive opportunities for team managers. Managers are key to the success of every change initiative by virtue of being closest to both the work and their team members.
They have to play several roles including: communicator, interpreter, advocate and coach. So, when a team manager reflects on their contribution they can do so with a tremendous amount of professional satisfaction.
Central to this is embracing the chance to build team relationships, as the team works together to support the change.
Although, in many circumstances, change does create new roles and opportunities within an org, this isn't a given, and shouldn't be a sole motivator. Change does provide several benefits to team managers, however.
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Change presents many positive opportunities for team managers. Managers are key to the success of every change initiative by virtue of being closest to both the work and their team members.
They have to play several roles including: communicator, interpreter, advocate and coach. So, when a team manager reflects on their contribution they can do so with a tremendous amount of professional satisfaction.
Central to this is embracing the chance to build team relationships, as the team works together to support the change.
Although, in many circumstances, change does create new roles and opportunities within an org, this isn't a given, and shouldn't be a sole motivator. Change does provide several benefits to team managers, however.
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Change presents many positive opportunities for team managers. Managers are key to the success of every change initiative by virtue of being closest to both the work and their team members.
They have to play several roles including: communicator, interpreter, advocate and coach. So, when a team manager reflects on their contribution they can do so with a tremendous amount of professional satisfaction.
Central to this is embracing the chance to build team relationships, as the team works together to support the change.
Although, in many circumstances, change does create new roles and opportunities within an org, this isn't a given, and shouldn't be a sole motivator. Change does provide several benefits to team managers, however.
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","itemIndex":0,"_id":"59ad6ca60f090be73644f872","title":"What is 'change management'?","_itemGraphicLayout":"right","_video":{"_transcript":{"button":"Open transcript"},"_shouldAutoPlay":false},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false}},"_mediaType":"image"},{"title":"What support is there to help manage change?","_id":"59ad6cbe0f090be73644f873","itemIndex":1,"body":"There are several recognised processes, methodologies and techniques to help organisations manage change. We'll explore some of these in this resource.
","_itemGraphicLayout":"right","_video":{"_transcript":{"button":"Open transcript"},"_shouldAutoPlay":false},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false}},"_mediaType":"image"},{"body":"There are several! For the organisation, these include: resource management, cost control, alignment to defined outcomes, risk management, and organisational reputation.
For teams, benefits include: an open dialogue where concerns can be expressed, potential for professional development, and making an active contribution to new processes and systems.
And for managers, benefits can include: professional satisfaction, the opportunity to enhance team relationships, and the ability to positively impact the change by playing several roles.
","itemIndex":2,"_id":"59ad6cc50f090be73644f874","title":"What are the benefits of change management? ","_itemGraphicLayout":"right","_video":{"_transcript":{"button":"Open transcript"},"_shouldAutoPlay":false},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false}},"_mediaType":"image"},{"title":"What are some change matters to be mindful of? ","_id":"59ad6ccb0f090be73644f875","itemIndex":3,"body":"It's important to understand that not everyone will be on board with a particular change. People will have different reactions to it, some of which can be quite negative. If you're a manager, you play a key role in trying to bring your team along with you to ensure that they understand why change is happening and to find the positives in the experience.
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In the next section you'll be given the opportunity to put your change management skills to the test!
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Looking for inspiration, she employs John Kotter’s eight step model.
Step 1: Heidi establishes a sense of urgency for the change. She explains to her management group that their customer satisfaction scores are going down, and retention levels are plunging accordingly. She needs her managers on board before proceeding with her change initiative.
Step 2: She then forms a powerful coalition. She forms a change dream team of colleagues with the position, power, expertise, credibility, and trust, who believe in what she is doing and will help her lead the change.
Step 3: Next, she creates a compelling vision. One that staff will believe in and want to work towards. Heidi knows that the best visions can be communicated in a minute or less, and are intellectually sound but have strong emotional appeal.
Step 4: Once she’s nailed her vision statement she needs to communicate it. Heidi doesn’t underestimate how much time she and her team need to communicate change. She read a study saying that 71% of employees feel that their managers don’t spend enough time explaining change plans or goals. She and her managers are not going to make that mistake!
Step 5: Now it’s about removing obstacles. Heidi works with her team to break down barriers that help make the change a reality. She briefs her managers to make sure they help their teams understand how their work contributes to the bigger picture of change; to show that they have confidence in them and trust them to make decisions. She actively promotes a culture of collaboration and information sharing.
Step 6: While focus on the end prize is vital, plan and create short-term wins along the way. Early successes help the change effort gather momentum. Heidi targets projects that are achievable and at low cost, building on things that are already working but can be visibly improved. She celebrates these successes, and rewards colleagues who help her secure these key early wins.
Step 7: This step is all about consolidation. Heidi knows that change can take years to become embedded, so she can’t declare victory too soon. She plans to keep looking forward by adapting systems, processes and structures that don’t fit the vision. And by offering regular proof that the new way is working effectively.
Step 8: Lastly, she makes plans to ensure that when the change happens, it has to stick. She talks to HR to makes sure the vision is in their talent attraction and recruitment processes. And she uses stories to share success and examples of change in action.
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The beginning and end points of the Burke-Litwin model are:
Developed by Prosci, the ADKAR model defines the essential steps to successfully manage the people dimension of change.
Prosci’s research focused on the most commonly cited reason for the failure of change: people. The theory is that there are five key elements to getting employees to buy in to, support and implement a change initiative:
The EFQM model is a framework that offers Total Quality Management (TQM). The idea is that continuously improving every aspect of an organisation will lead to overall high performance. To achieve this goal, the EFQM model is split into:
Taken together, these components:
[Jingle plays.]
Anna Daptor: Hello there, lovely listeners. It's me Anna Daptor, 101 FM’s resident fixer of your management problems. We’re focusing on change management today. The lines are ringing so hot you could fry an egg on them. So, let’s get to that first call.
Raavi: Hi Anna. My name’s Raavi and I’ve got an issue with someone in my team.
Anna Daptor: Tell me all about it, Raavi.
Raavi: It’s a tough one. It’s a guy who’s been with the company a while. He’s very diligent and a great worker. He’s always been quite open to things changing in the past. But we’ve changed the structure of the team recently and he’s not coping with it at all well. He’s being really inflexible. And not only is this affecting his performance, he’s impacting team morale. It’s really taken me my surprise. I never really thought of him as a stick-in-the-mud before!
Anna Daptor: Ok, Raavi, so it sounds like he’s been fine with change in the past. Hmmmm … let’s take a short break and then we’ll be back to discuss Mr Reluctant To This Particular Change. Listeners, this is your opportunity to get involved. What advice do you have for Raavi? Why not text or tweet in your thoughts now?
","button":"Transcript"},"_audio":{"ariaLabel":"This button will play an audio description of the video","_buttonText":"AD","_isEnabled":false},"_media":{"_isExternalLink":false,"mp4":{"_type":"video","_extension":"mp4","_id":"5c78252994aab5403215bd95"},"_shouldAutoPlay":false,"_shouldHidePlayerControls":false,"_shouldHidePlayButton":false},"_setCompletionOn":"play","_interactionLabel":{"_complete":{"icon":"volume","label":"Select the play button to listen to the show."},"_incomplete":{"label":"Select the play button to listen to the show.","icon":"volume"},"_location":"before widget"},"_isInteractionLabelEnabled":true,"title":"Media Title","_isQuestionType":false,"_type":"component","_updatedAt":"2020-05-25T12:56:42.093Z","_updatedBy":"599fe39e0f59f2cd39837a48"},{"_id":"5c3ef8c9bb3291583df452ea","_component":"accordion","_layout":"left","_courseId":"5c3ef8c8bb3291583df452a2","_parentId":"5c3ef8c9bb3291583df452e9","__v":0,"instruction":"","_refId":"59aebaac0f090be73644f8ab","_classes":"","ariaLabel":"","body":"A summary of the key points in this section is provided below.
","_tags":{"_tagsList":[],"_isEnabled":false},"_stamps":{"_isEnabled":false},"_search":{"_searchTagIds":[]},"_reflection":{"_isEnabled":false},"_progress":{"_isEnabled":true},"_hint":{"_isEnabled":false},"_courseAttainment":{"_isEnabled":false},"_courseAssessment":{"_isEnabled":false},"_assignment":{"feedback":"","_isCorrect":false,"_isMarked":false,"_isEnabled":false},"_badges":{"_badgeIds":[]},"_points":{"_isEnabled":false},"_stars":{"_isEnabled":false},"_items":[{"body":"The ability to see a future which is better than the current state, and to identify and explain exactly how it will be different. This involves employing imagination to create the vision and questioning existing assumptions. Change leaders do have to factor in the external environment they are operating within, coupled with a real desire to learn about this to function at their best within.
","itemIndex":0,"_id":"59ad6ca60f090be73644f872","title":"Vision and 'Big Picture' thinking","_itemGraphicLayout":"right","_video":{"_transcript":{"button":"Open transcript"},"_shouldAutoPlay":false},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false}},"_mediaType":"image"},{"title":"Coalition building","_id":"59ad6cbe0f090be73644f873","itemIndex":1,"body":"A change leader has to bring together a strong coalition to head the change exercise, in order to lead the effort decisively and effectively. This includes being aware of the internal environment, being politically aware and being aware of people’s reactions throughout the change process
","_itemGraphicLayout":"right","_video":{"_transcript":{"button":"Open transcript"},"_shouldAutoPlay":false},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false}},"_mediaType":"image"},{"body":"Good communication skills and interpersonal skills are essential at every aspect and stage of a change process. This translates to being a great salesperson to sell the change, tapping into networks, being a solid negotiator, the ability to listen, and to delegate well.
","itemIndex":2,"_id":"59ad6cc50f090be73644f874","title":"Communication and interpersonal skills","_itemGraphicLayout":"right","_video":{"_transcript":{"button":"Open transcript"},"_shouldAutoPlay":false},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false}},"_mediaType":"image"},{"title":"Motivating others","_id":"59ad6ccb0f090be73644f875","itemIndex":3,"body":"Motivating others can be difficult, especially when change is difficult. A great change leader provides energy and enthusiasm, provides direction by setting goals for people to work towards, and rewards and recognises appropriately.
","_itemGraphicLayout":"right","_video":{"_transcript":{"button":"Open transcript"},"_shouldAutoPlay":false},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false}},"_mediaType":"image"}],"_shouldShowCheckIcon":false,"_interactionLabel":{"_complete":{"label":"Select each label to view a description.","icon":"finger-tap"},"_incomplete":{"icon":"finger-tap","label":"Select each label for a recap."},"_location":"before widget"},"_isInteractionLabelEnabled":true,"title":"Accordion Title","_isQuestionType":false,"_type":"component","_updatedAt":"2020-01-08T08:46:42.070Z","_updatedBy":"59a95b0c0f59f2cd39837af7"},{"_id":"5c3ef8c9bb3291583df452f3","_component":"openInput","_layout":"full","_courseId":"5c3ef8c8bb3291583df452a2","_parentId":"5c3ef8c9bb3291583df452f2","__v":0,"_refId":"59aec1970f090be73644f8ae","instruction":"Before you hear how Anna Daptor would approach this problem, what advice would you give Raavi?","_classes":"","ariaLabel":"","feedbackMessage":"Thanks for noting down your advice for Raavi. Listen to the rest of the show to see how it compares with Anna Daptor's.
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","_itemGraphicLayout":"right","_video":{"_transcript":{"button":"Open transcript"},"_shouldAutoPlay":false},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false}},"_mediaType":"image"},{"body":"How you communicate to your team is vital to ensure change success. Is it really appropriate to send something as an email, or would a face to face briefing be more fitting? Consider what you needs to be said and anticipate reactions.
","itemIndex":1,"_id":"59ad6cbe0f090be73644f873","title":"Consider your communications","_itemGraphicLayout":"right","_video":{"_transcript":{"button":"Open transcript"},"_shouldAutoPlay":false},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false}},"_mediaType":"image"},{"title":"Offer appropriate support","_id":"59ad6cc50f090be73644f874","itemIndex":2,"body":"As we've made clear, it's vital to offer support to your team so that they feel that someone has got their back during the change process. However, it's important not to go too far and over-support. For example, regular briefing sessions when these are not necessary. Your team might feel overwhelmed.
","_itemGraphicLayout":"right","_video":{"_transcript":{"button":"Open transcript"},"_shouldAutoPlay":false},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false}},"_mediaType":"image"},{"body":"Your team will be close to many of the processes and procedures that can support change. It's a good idea to get their input, then, on what improvements could be made at department and team level to make these even more robust.
","itemIndex":3,"_id":"59ad6ccb0f090be73644f875","title":"Encourage new ideas","_itemGraphicLayout":"right","_video":{"_transcript":{"button":"Open transcript"},"_shouldAutoPlay":false},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false}},"_mediaType":"image"}],"_shouldShowCheckIcon":false,"_interactionLabel":{"_complete":{"label":"Select each label to view a description.","icon":"finger-tap"},"_incomplete":{"icon":"finger-tap","label":"Select each label for a recap."},"_location":"before widget"},"_isInteractionLabelEnabled":true,"title":"Accordion Title","_isQuestionType":false,"_type":"component","_updatedAt":"2020-01-08T08:47:56.318Z","_updatedBy":"59a95b0c0f59f2cd39837af7"},{"_id":"5c3ef8c8bb3291583df452c7","_component":"accordion","_layout":"left","_courseId":"5c3ef8c8bb3291583df452a2","_parentId":"5c3ef8c8bb3291583df452c6","__v":0,"instruction":"","_refId":"59ae9bfa0f090be73644f890","_classes":"","ariaLabel":"","body":"A summary of the key points in this section is provided below.
","_tags":{"_tagsList":[],"_isEnabled":false},"_stamps":{"_isEnabled":false},"_search":{"_searchTagIds":[]},"_reflection":{"_isEnabled":false},"_progress":{"_isEnabled":true},"_hint":{"_isEnabled":false},"_courseAttainment":{"_isEnabled":false},"_courseAssessment":{"_isEnabled":false},"_assignment":{"feedback":"","_isCorrect":false,"_isMarked":false,"_isEnabled":false},"_badges":{"_badgeIds":[]},"_points":{"_isEnabled":false},"_stars":{"_isEnabled":false},"_items":[{"title":"Start by defining the change management strategy","_id":"59ad6ca60f090be73644f872","itemIndex":0,"body":"Once the vision for change is articulated, the first critical step in implementing a robust change management methodology is to define the strategy to be followed by all stakeholders. A good change management strategy drives change from the highest level, providing direction and informing decision-making throughout the entire process of change.
","_itemGraphicLayout":"right","_video":{"_transcript":{"button":"Open transcript"},"_shouldAutoPlay":false},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false}},"_mediaType":"image"},{"body":"With the vision in and strategy in place, it's important to think through the following broad areas:
John Kotter's classic mode outlines eight steps which organisations can follow to increase the likelihood of successful transformational change:
As well as Kotter's model, there are several other change methodologies including Burke-Litwin's Performance and Change Model; the ADKAR Model, and the EFQM Excellence Model.
","itemIndex":3,"_id":"59ad6ccb0f090be73644f875","title":"Other tools and techniques","_itemGraphicLayout":"right","_video":{"_transcript":{"button":"Open transcript"},"_shouldAutoPlay":false},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false}},"_mediaType":"image"}],"_shouldShowCheckIcon":false,"_interactionLabel":{"_complete":{"icon":"finger-tap","label":"Select each label for a recap."},"_incomplete":{"label":"Select each label for a recap.","icon":"finger-tap"},"_location":"before widget"},"_isInteractionLabelEnabled":true,"title":"Accordion Title","_isQuestionType":false,"_type":"component","_updatedAt":"2020-01-08T08:42:52.089Z","_updatedBy":"59a95b0c0f59f2cd39837af7"},{"_id":"5c3ef8cbbb3291583df45318","_component":"links","_layout":"full","_courseId":"5c3ef8c8bb3291583df452a2","_parentId":"5c3ef8cbbb3291583df45317","__v":0,"_refId":"59afc4710f090be73644f8dd","instruction":"","_classes":"","ariaLabel":"","body":"Once you have saved your reflections, we would encourage you to download them and use them to plan the next stage of your change management learning journey. What practice activities can you undertake? Who would it be helpful for you to speak to? Are there any resources (books, blogs, podcasts etc.) it would be useful for you to read or listen to? Use the action plan template below to record the activities you are going to undertake.
Good luck with the rest of your change management learning journey!
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One of the fundamental requirements for a change leader is the ability to see a future which is better than the current state, and to identify and explain exactly how it will be different. Whatever changes are eventually required, the change leader will need the imagination to create that ideal vision.
","_shouldSetCompletion":false,"_revealGraphicLayout":"top","_revealGraphic":{"srcAdvanced":{"_setImagePerDeviceSize":false}},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_type":"image","_extension":"png","_id":"5c8143f994aab5403215d516"}}},{"text":"Questioning assumptions
They will also need to see beyond the established traditions and practices of the organisation by constantly questioning assumptions about business practices and being open to different solutions and innovations. This behaviour will also be essential later, when negative assumptions about the change or established practices may have to be addressed and broken down, to overcome resistance.
","itemIndex":1,"_id":"5c7d710294aab5403215c3b5","title":"","_shouldSetCompletion":false,"_revealGraphicLayout":"top","_revealGraphic":{"srcAdvanced":{"_setImagePerDeviceSize":false}},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_type":"image","_extension":"png","_id":"5c81440c94aab5403215d517"}}},{"_id":"5c7d722494aab5403215c3b6","itemIndex":2,"text":"Take risks
Taking risks on new ideas is an inevitable aspect of leading change, often requiring a major psychological shift for people to let go of things they assume are necessary.
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Change leaders must also be highly aware of the external environment and have a real desire to learn, proactively keeping up with industry developments, new ideas, practices and technology that may act as drivers for change. More importantly, it will drive them to continually improve as a change leader and act as a role model within their organisation.
","_shouldSetCompletion":false,"_revealGraphicLayout":"top","_revealGraphic":{"srcAdvanced":{"_setImagePerDeviceSize":false}},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_type":"image","_extension":"png","_id":"5c81442a94aab5403215d519"}}},{"_id":"5c7d72b094aab5403215c3b8","itemIndex":4,"text":"See the bigger picture
A large part of overcoming difficulties will be the ability for the change leader to step back and see the big picture. This will not only help to keep their personal motivation up during stressful periods, but will also help to keep an eye on the ultimate priorities and objectives of the change exercise without becoming sidetracked by minutiae.
","_shouldSetCompletion":false,"_revealGraphicLayout":"top","_revealGraphic":{"srcAdvanced":{"_setImagePerDeviceSize":false}},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_type":"image","_extension":"png","_id":"5c81443894aab5403215d51a"}}},{"text":"Persevere!
The perseverance to keep pushing forward will be necessary here, as well as the flexibility to respond to unforeseen obstacles, which may require adjustments to specific goals or management style, for example. A tolerance of ambiguity is also essential, allowing the change leader to function comfortably, patiently and effectively in uncertain environments.
Motivating others is particularly important where the pace of change is slower than expected or results are not as strong as anticipated. In these circumstances, a change leader will have to call on their own reserves of energy and enthusiasm, both to keep their own spirits up and to infect others with their commitment and drive.
","_id":"5c7d7cf294aab5403215c3cd","itemIndex":0,"tabText":"Drive energy and enthusiasm","_itemGraphicWidth":"half","_itemGraphicLayout":"top","_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_type":"image","_extension":"png","_id":"5c8650eb94aab5403215da46"}}},{"tabText":"Set goals","body":"Good goal setting should be an intrinsic part of motivation. Goals must be clearly defined and challenging, but achievable. Overambitious or unrealistic goals are counterproductive and likely to demotivate people who feel too much is expected of them.
Setting early goals that should be easily and swiftly achieved provides quick wins, which can be hugely valuable in raising morale, securing commitment and overcoming scepticism. However, it is also important to plan medium and long-term goals too, providing both a structure and targets to aim for.
","itemIndex":1,"_id":"5c7d7d5794aab5403215c3cf","title":"","_itemGraphicWidth":"half","_itemGraphicLayout":"top","_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_id":"5c8650f694aab5403215da48","_extension":"png","_type":"image"}}},{"tabText":"Reward and recognise appropriately","body":"Equally important, when people achieve their goals, is that they receive reward and recognition for doing so. Even if budgets are tight, it’s important to celebrate successes. Simple things like a personal thank you from a manager or recognition on a company communication channel can go a long way to making people feel appreciated and that their work is valued.
","_id":"5c7d7d9094aab5403215c3d0","itemIndex":2,"title":"","_itemGraphicWidth":"half","_itemGraphicLayout":"top","_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_type":"image","_extension":"png","_id":"5c86510094aab5403215da49"}}}],"_interactionLabel":{"_location":"before widget","_incomplete":{"icon":"finger-tap","label":"Select each of the tabs to discover more."},"_complete":{"label":"Select each of the tabs to discover more.","icon":"finger-tap"}},"_isInteractionLabelEnabled":true,"title":"Tabs Title","_isQuestionType":false,"_type":"component","__v":0,"_refId":"5c7d7cba94aab5403215c3ca","_canTruncateTabText":true},{"_id":"5c7f8bd994aab5403215c7fe","_component":"branching","_layout":"full","_courseId":"5c3ef8c8bb3291583df452a2","_parentId":"5c3ef8c9bb3291583df452f7","_tags":{"_tagsList":[],"_isEnabled":false},"_stamps":{"_isEnabled":false},"_search":{"_searchTagIds":[]},"_reflection":{"_isEnabled":false},"_progress":{"_isEnabled":true},"_hint":{"_isEnabled":false},"_courseAttainment":{"_isEnabled":false},"_courseAssessment":{"_isEnabled":false},"_assignment":{"feedback":"","_isCorrect":false,"_isMarked":false,"_isEnabled":false},"_badges":{"_badgeIds":[]},"_points":{"_isEnabled":false},"_stars":{"_isEnabled":false},"_animations":{"_easing":"default","_scaleIn":{"_from":50,"_isEnabled":false},"_fadeIn":{"_from":0,"_isEnabled":true},"_slideInY":{"_from":50,"_isReverseDirection":false,"_isEnabled":false},"_slideInX":{"_from":50,"_isReverseDirection":false,"_isEnabled":false}},"_items":[{"instruction":"If you were Bethany, how would you deliver the communication?","_id":"5c7f92ce94aab5403215c82c","body":"With the acquisition of In Spades, Bethany is called to a management meeting to hear the aims of the change programme. She now needs to communicate these aims to her team.
","itemIndex":0,"_editorColor":"#666666","_editorPosition":{"y":50,"x":50},"_options":[{"_id":"5c7fb5fe94aab5403215c95b","_itemId":"5c7fd94d94aab5403215c9d7","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":0,"_score":5,"optionText":"Send an in-depth email to the team, which highlights the key points, the timetable for the change and everything else they need to know."},{"_id":"5c7fb6b994aab5403215c95c","_itemId":"5c7fd9fd94aab5403215c9dc","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":0,"_score":10,"optionText":"Prepare a detailed presentation to be delivered at a specific meeting, with plenty of Q&A time built in."},{"_itemId":"5c7fda3e94aab5403215c9dd","_id":"5c7fb70594aab5403215c95d","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":0,"_score":5,"optionText":"Provide a quick overview at the end of your regular team meeting, where you tell the team that you'll give them more information later."},{"_itemId":"5c7fda7094aab5403215c9de","_id":"5c7fb75b94aab5403215c95e","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":0,"_score":0,"optionText":"Wait for your team to come to you. If your team members need more information, they will ask for it."}],"linkButtonText":"Link Button Text","_linkType":"none","_progressMilestonePercentage":0,"_isScoreItem":false,"_isCorrectItem":false,"_isInitialItem":true,"_timerDuration":20,"_hasTimer":false,"_shouldRandomiseOptions":false,"_itemLayout":"top","_hideOptionsUntilMediaEnd":false,"_canAutoPlay":false,"_youtube":{"_isLightTheme":false,"_isAllowFullscreen":true,"_isAutoHideControls":true,"_isShowClosedCaptions":false,"_isHD":true,"_isKeyboardDisabled":false,"_isLoop":false,"_isShowRelated":false},"_video":{"_transcript":{"button":"Open transcript"}},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_type":"image","_extension":"png","_id":"5c82557c94aab5403215d5d1"}},"_mediaType":"image"},{"itemIndex":1,"body":"Communicating the aims of a large-scale change programme to your team for the first time should ideally be done at a specific face-to-face meeting rather than by email, with plenty of time built in for questions.
This not only gives the change initiative a sense of importance, but can also help you generate anticipation and energy in your team. Clear, direct communication, particularly at the outset, is the key to addressing many of the problems associated with change. After the face-to-face meeting, it can be helpful to send a follow-up email with further information.
","_id":"5c7fd94d94aab5403215c9d7","_editorColor":"#F1C40F","_editorPosition":{"y":14.409090876579285,"x":506.5},"_options":[{"_id":"5c7fd9e394aab5403215c9db","_itemId":"5c7fda9c94aab5403215c9df","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":0,"_score":0,"optionText":"Dealing with negativity ..."}],"linkButtonText":"Link Button Text","_linkType":"none","_progressMilestonePercentage":0,"_isScoreItem":false,"_isCorrectItem":false,"_isInitialItem":false,"_timerDuration":20,"_hasTimer":false,"_shouldRandomiseOptions":false,"_itemLayout":"top","_hideOptionsUntilMediaEnd":false,"_canAutoPlay":false,"_youtube":{"_isLightTheme":false,"_isAllowFullscreen":true,"_isAutoHideControls":true,"_isShowClosedCaptions":false,"_isHD":true,"_isKeyboardDisabled":false,"_isLoop":false,"_isShowRelated":false},"_video":{"_transcript":{"button":"Open transcript"}},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_type":"image","_extension":"png","_id":"5c8255f494aab5403215d5d5"}},"_mediaType":"image"},{"_id":"5c7fd9fd94aab5403215c9dc","itemIndex":2,"body":"Giving a presentation is an ideal way to communicate a new change programme to your team. Employees' first questions will often be concerned with how the changes will affect them personally. Ensure that you are sufficiently prepared to respond to their questions, and can clearly explain why the change is necessary and the impact the change will have upon your team.
","_editorColor":"#1abc9c","_editorPosition":{"y":166.40909087657928,"x":501.5},"_options":[{"_itemId":"5c7fda9c94aab5403215c9df","_id":"5c7fd9e394aab5403215c9db","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":0,"_score":0,"optionText":"Dealing with negativity ..."}],"linkButtonText":"Link Button Text","_linkType":"none","_progressMilestonePercentage":0,"_isScoreItem":false,"_isCorrectItem":false,"_isInitialItem":false,"_timerDuration":20,"_hasTimer":false,"_shouldRandomiseOptions":false,"_itemLayout":"top","_hideOptionsUntilMediaEnd":false,"_canAutoPlay":false,"_youtube":{"_isLightTheme":false,"_isAllowFullscreen":true,"_isAutoHideControls":true,"_isShowClosedCaptions":false,"_isHD":true,"_isKeyboardDisabled":false,"_isLoop":false,"_isShowRelated":false},"_video":{"_transcript":{"button":"Open transcript"}},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_type":"image","_extension":"png","_id":"5c8255aa94aab5403215d5d2"}},"_mediaType":"image"},{"itemIndex":3,"body":"It's great that you talk directly to your team about the change programme. However, when you are introducing change for the first time, a specific meeting is often more appropriate than a brief overview as part of another meeting. This gives the change programme a sense of importance and urgency, as well as ensuring that there is enough time for employees to ask questions.
","_id":"5c7fda3e94aab5403215c9dd","_editorColor":"#F1C40F","_editorPosition":{"y":325.4090908765793,"x":510.5},"_options":[{"_id":"5c7fd9e394aab5403215c9db","_itemId":"5c7fda9c94aab5403215c9df","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":0,"_score":0,"optionText":"Dealing with negativity ..."}],"linkButtonText":"Link Button Text","_linkType":"none","_progressMilestonePercentage":0,"_isScoreItem":false,"_isCorrectItem":false,"_isInitialItem":false,"_timerDuration":20,"_hasTimer":false,"_shouldRandomiseOptions":false,"_itemLayout":"top","_hideOptionsUntilMediaEnd":false,"_canAutoPlay":false,"_youtube":{"_isLightTheme":false,"_isAllowFullscreen":true,"_isAutoHideControls":true,"_isShowClosedCaptions":false,"_isHD":true,"_isKeyboardDisabled":false,"_isLoop":false,"_isShowRelated":false},"_video":{"_transcript":{"button":"Open transcript"}},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_type":"image","_extension":"png","_id":"5c8255d494aab5403215d5d4"}},"_mediaType":"image"},{"itemIndex":4,"body":"It is good that you are on hand to provide information about the change programme to your team should they ask for it. However, it is advisable to take a more direct approach when it comes to communicating change for the first time.
You should organise a specific meeting to introduce the change programme to your team. This should cover the aims and objectives of the change programme, why it needs to happen, as well as the impact upon your team. You should also be ready to answer questions from your team about the change programme, in particular how the changes will affect them personally.
The team mostly react well during the initial presentation. While understandably concerned and having lots of questions, they reach a place of acceptance. However, over the coming weeks two members in particular respond quite negatively.
","_id":"5c7fda9c94aab5403215c9df","_editorColor":"#666666","_editorPosition":{"y":230.5,"x":817.4090908765793},"_options":[{"_itemId":"5c7fdf0b94aab5403215c9f5","_id":"5c7fdc3994aab5403215c9ed","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":0,"_score":10,"optionText":"By being approachable, listening to their concerns and trying to remain as positive as possible."},{"_itemId":"5c7fdfa094aab5403215c9f7","_id":"5c7fdc4f94aab5403215c9ee","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":0,"_score":10,"optionText":"I’d talk to the team regularly about how they were feeling, improving their understanding of the change process and reiterating why it was needed."},{"_itemId":"5c7fece894aab5403215ca6f","_id":"5c7fde4194aab5403215c9f3","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":0,"_score":5,"optionText":"It’s important to give them their own space to get used to the change – I know they’ll get used to the idea eventually."},{"_id":"5c7fde9f94aab5403215c9f4","_itemId":"5c7fed5694aab5403215ca74","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":0,"_score":0,"optionText":"The best thing is it to make it clear that people need to get on with things, because the change is essential."}],"linkButtonText":"Link Button Text","_linkType":"none","_progressMilestonePercentage":20,"_isScoreItem":false,"_isCorrectItem":false,"_isInitialItem":false,"_timerDuration":20,"_hasTimer":false,"_shouldRandomiseOptions":false,"_itemLayout":"top","_hideOptionsUntilMediaEnd":false,"_canAutoPlay":false,"_youtube":{"_isLightTheme":false,"_isAllowFullscreen":true,"_isAutoHideControls":true,"_isShowClosedCaptions":false,"_isHD":true,"_isKeyboardDisabled":false,"_isLoop":false,"_isShowRelated":false},"_video":{"_transcript":{"button":"Open transcript"}},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_type":"image","_extension":"png","_id":"5c82561294aab5403215d5d6"}},"_mediaType":"image"},{"itemIndex":6,"body":"Remaining positive about the change process is one of the most effective ways you can help your team deal with the news. Your team members' natural reaction to change will often include initial feelings of disorientation, resistance and negativity.
As well as acting as a positive role model for your team throughout the change process, you should also remember to schedule in regular planning and feedback meetings with your team where you can discuss how the change programme is progressing and talk through any concerns.
","_id":"5c7fdf0b94aab5403215c9f5","instruction":"","_editorColor":"#1abc9c","_editorPosition":{"y":41.5,"x":1096.5},"_options":[{"_id":"5c7fdf8594aab5403215c9f6","_itemId":"5c7fedf194aab5403215ca7a","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":0,"_score":0,"optionText":"Offering appropriate support ..."}],"linkButtonText":"Link Button Text","_linkType":"none","_progressMilestonePercentage":20,"_isScoreItem":false,"_isCorrectItem":false,"_isInitialItem":false,"_timerDuration":20,"_hasTimer":false,"_shouldRandomiseOptions":false,"_itemLayout":"top","_hideOptionsUntilMediaEnd":false,"_canAutoPlay":false,"_youtube":{"_isLightTheme":false,"_isAllowFullscreen":true,"_isAutoHideControls":true,"_isShowClosedCaptions":false,"_isHD":true,"_isKeyboardDisabled":false,"_isLoop":false,"_isShowRelated":false},"_video":{"_transcript":{"button":"Open transcript"}},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_type":"image","_extension":"png","_id":"5c82562794aab5403215d5d8"}},"_mediaType":"image"},{"_id":"5c7fdfa094aab5403215c9f7","itemIndex":7,"body":"Organising regular planning and feedback meetings where you can discuss the changes with your team is a good way of addressing concerns and nipping negativity in the bud.
Listen to what your team are saying at these meetings, and take on board their questions and suggestions. You should also continue to act as a positive role model and advocate for change.
","instruction":"","_editorColor":"#1abc9c","_editorPosition":{"y":209.5,"x":1141.5},"_options":[{"_itemId":"5c7fedf194aab5403215ca7a","_id":"5c7fdf8594aab5403215c9f6","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":0,"_score":0,"optionText":"Offering appropriate support ..."}],"linkButtonText":"Link Button Text","_linkType":"none","_progressMilestonePercentage":20,"_isScoreItem":false,"_isCorrectItem":false,"_isInitialItem":false,"_timerDuration":20,"_hasTimer":false,"_shouldRandomiseOptions":false,"_itemLayout":"top","_hideOptionsUntilMediaEnd":false,"_canAutoPlay":false,"_youtube":{"_isLightTheme":false,"_isAllowFullscreen":true,"_isAutoHideControls":true,"_isShowClosedCaptions":false,"_isHD":true,"_isKeyboardDisabled":false,"_isLoop":false,"_isShowRelated":false},"_video":{"_transcript":{"button":"Open transcript"}},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_type":"image","_extension":"png","_id":"5c82563494aab5403215d5d9"}},"_mediaType":"image"},{"_id":"5c7fece894aab5403215ca6f","itemIndex":8,"body":"If your team members are expressing negativity about the change process, you should take steps to understand why they feel this way, and what you can do about it.
Don't be tempted to leave team members to their own devices, at this will only make things worse as their negativity and resentment of the change grows.
You can help to counter negativity by organising regular meetings to discuss the change where you reiterate why it needs to happen and what the benefits will be. Listen to your team and take on board their suggestions and input wherever possible.
","instruction":"","_editorColor":"#F1C40F","_editorPosition":{"y":391.5,"x":1144.5},"_options":[{"_id":"5c7fdf8594aab5403215c9f6","_itemId":"5c7fedf194aab5403215ca7a","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":0,"_score":0,"optionText":"Offering appropriate support ..."}],"linkButtonText":"Link Button Text","_linkType":"none","_progressMilestonePercentage":20,"_isScoreItem":false,"_isCorrectItem":false,"_isInitialItem":false,"_timerDuration":20,"_hasTimer":false,"_shouldRandomiseOptions":false,"_itemLayout":"top","_hideOptionsUntilMediaEnd":false,"_canAutoPlay":false,"_youtube":{"_isLightTheme":false,"_isAllowFullscreen":true,"_isAutoHideControls":true,"_isShowClosedCaptions":false,"_isHD":true,"_isKeyboardDisabled":false,"_isLoop":false,"_isShowRelated":false},"_video":{"_transcript":{"button":"Open transcript"}},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_type":"image","_extension":"png","_id":"5c82564394aab5403215d5da"}},"_mediaType":"image"},{"_id":"5c7fed5694aab5403215ca74","itemIndex":9,"body":"It is important to recognise that negativity and resistance are part of your team members' natural reactions to change. Remember that when a change programme is introduced, employees can feel disorientated, and worried about their job security or having to learn new skills.
Take time to speak to your team about how they are feeling, and help them to understand and overcome these emotions. Regular progress and update meetings are an ideal way of doing this, to keep the communication flowing.
","instruction":"","_editorColor":"#E74C3C","_editorPosition":{"y":581.5,"x":1155.5},"_options":[{"_itemId":"5c7fedf194aab5403215ca7a","_id":"5c7fdf8594aab5403215c9f6","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":0,"_score":0,"optionText":"Offering appropriate support ..."}],"linkButtonText":"Link Button Text","_linkType":"none","_progressMilestonePercentage":20,"_isScoreItem":false,"_isCorrectItem":false,"_isInitialItem":false,"_timerDuration":20,"_hasTimer":false,"_shouldRandomiseOptions":false,"_itemLayout":"top","_hideOptionsUntilMediaEnd":false,"_canAutoPlay":false,"_youtube":{"_isLightTheme":false,"_isAllowFullscreen":true,"_isAutoHideControls":true,"_isShowClosedCaptions":false,"_isHD":true,"_isKeyboardDisabled":false,"_isLoop":false,"_isShowRelated":false},"_video":{"_transcript":{"button":"Open transcript"}},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_type":"image","_extension":"png","_id":"5c82565194aab5403215d5db"}},"_mediaType":"image"},{"_id":"5c7fedf194aab5403215ca7a","body":"Bethany is always keen to offer her team the best possible support. Given that this negativity has been expressed, she is keen to explore ways of ensuring that the environment for her team is a positive one.
","itemIndex":10,"instruction":"If you were in Bethany's position, what support would you provide to help your team to adapt to this ongoing change initiative?","_editorColor":"#666666","_editorPosition":{"y":271.0454545021057,"x":1538.3181800842285},"_options":[{"_id":"5c7ff09b94aab5403215ca8a","_itemId":"5c7ff23b94aab5403215ca8e","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":0,"_score":0,"optionText":"I'd take a reactive approach. If people need specific support to help get them through the process, they'll ask for it."},{"_id":"5c7ff0c294aab5403215ca8b","_itemId":"5c7ff30a94aab5403215ca90","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":0,"_score":0,"optionText":"It’s important for my team members to work through the change process together, as this is the only way they will truly accept the necessary changes."},{"_itemId":"5c7ff36094aab5403215ca91","_id":"5c7ff0ef94aab5403215ca8c","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":0,"_score":10,"optionText":"I would consult the team about what they feel would be most beneficial in terms of support, having set aside a specific timeframe to assess relevant training needs."},{"_id":"5c7ff15794aab5403215ca8d","_itemId":"5c7ff36594aab5403215ca92","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":0,"_score":5,"optionText":"My preference is to organise a comprehensive range of learning sessions, development activities and coaching at the outset of the change programme to help your team get up to speed as quickly as possible."}],"linkButtonText":"Link Button Text","_linkType":"none","_progressMilestonePercentage":40,"_isScoreItem":false,"_isCorrectItem":false,"_isInitialItem":false,"_timerDuration":20,"_hasTimer":false,"_shouldRandomiseOptions":true,"_itemLayout":"top","_hideOptionsUntilMediaEnd":false,"_canAutoPlay":false,"_youtube":{"_isLightTheme":false,"_isAllowFullscreen":true,"_isAutoHideControls":true,"_isShowClosedCaptions":false,"_isHD":true,"_isKeyboardDisabled":false,"_isLoop":false,"_isShowRelated":false},"_video":{"_transcript":{"button":"Open transcript"}},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_type":"image","_extension":"png","_id":"5c82566394aab5403215d5dc"}},"_mediaType":"image"},{"_id":"5c7ff23b94aab5403215ca8e","body":"When it comes to helping your team adapt to change, rather than waiting for people to come to you, you can pre-empt some of their concerns by organising specific learning sessions relating to new processes.
You might also consider organising a buddying system within the team as a source of internal support.
","itemIndex":11,"_editorColor":"#E74C3C","_editorPosition":{"y":174.22727274894714,"x":1830.5909042358398},"_options":[{"_id":"5c7ff2de94aab5403215ca8f","_itemId":"5c7ff3c894aab5403215ca94","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":0,"_score":0,"optionText":"Embracing new ideas? ..."}],"linkButtonText":"Link Button Text","_linkType":"none","_progressMilestonePercentage":40,"_isScoreItem":false,"_isCorrectItem":false,"_isInitialItem":false,"_timerDuration":20,"_hasTimer":false,"_shouldRandomiseOptions":false,"_itemLayout":"top","_hideOptionsUntilMediaEnd":false,"_canAutoPlay":false,"_youtube":{"_isLightTheme":false,"_isAllowFullscreen":true,"_isAutoHideControls":true,"_isShowClosedCaptions":false,"_isHD":true,"_isKeyboardDisabled":false,"_isLoop":false,"_isShowRelated":false},"_video":{"_transcript":{"button":"Open transcript"}},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_type":"image","_extension":"png","_id":"5c8256a894aab5403215d5df"}},"_mediaType":"image"},{"body":"Although it is good to recognise that your team need time together to get to grips with the necessary changes to their duties and responsibilities, you should be on hand to support and guide them throughout this process.
Provide training sessions on any new areas of responsibility, and ask your team to work together to agree upon new working processes and procedures.
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Remember to give your team time to get to grips with new working processes and keep encouraging them to work together and share their experiences about the approaches that work well and those that are less successful.
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Take things one step at a time, and consult your team about what support they feel would be most beneficial and when.
","itemIndex":14,"_id":"5c7ff36594aab5403215ca92","_editorColor":"#F1C40F","_editorPosition":{"y":638.2272727489471,"x":1848.5909042358398},"_options":[{"_itemId":"5c7ff3c894aab5403215ca94","_id":"5c7ff2de94aab5403215ca8f","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":0,"_score":0,"optionText":"Embracing new ideas? ..."}],"linkButtonText":"Link Button Text","_linkType":"none","_progressMilestonePercentage":40,"_isScoreItem":false,"_isCorrectItem":false,"_isInitialItem":false,"_timerDuration":20,"_hasTimer":false,"_shouldRandomiseOptions":false,"_itemLayout":"top","_hideOptionsUntilMediaEnd":false,"_canAutoPlay":false,"_youtube":{"_isLightTheme":false,"_isAllowFullscreen":true,"_isAutoHideControls":true,"_isShowClosedCaptions":false,"_isHD":true,"_isKeyboardDisabled":false,"_isLoop":false,"_isShowRelated":false},"_video":{"_transcript":{"button":"Open transcript"}},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_type":"image","_extension":"png","_id":"5c82568f94aab5403215d5de"}},"_mediaType":"image"},{"_id":"5c7ff3c894aab5403215ca94","body":"When a change process is underway, Bethany understands that it is natural for team members to come up with new ideas and different ways of working. She wants to encourage this proactivity but knows she has to be objective too.
","itemIndex":15,"instruction":"If you were in Bethany's position, how would you respond to these new ideas?","_editorColor":"#666666","_editorPosition":{"y":283.90909004211426,"x":2170.59090423584},"_options":[{"_itemId":"5c80039294aab5403215caeb","_id":"5c80025594aab5403215cadd","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":0,"_score":5,"optionText":"I’d give the team free rein to go off and do their own thing. It’s important not to hamper their enthusiasm. "},{"_id":"5c80027d94aab5403215cade","_itemId":"5c80039394aab5403215caec","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":0,"_score":10,"optionText":"By encouraging them to try out new skills and approaches, as well as asking the team to report back and share their experiences."},{"_itemId":"5c80067d94aab5403215caf2","_id":"5c8002cd94aab5403215cadf","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":0,"_score":0,"optionText":"The important thing is to keep close control of things, especially as the individual team members start going off in different directions."},{"_itemId":"5c80071494aab5403215caf4","_id":"5c80035194aab5403215cae9","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":0,"_score":5,"optionText":"I’d ask the team to focus on sticking to the agreed change plan. That structure is important during this chaotic phase."}],"linkButtonText":"Link Button Text","_linkType":"none","_progressMilestonePercentage":60,"_isScoreItem":false,"_isCorrectItem":false,"_isInitialItem":false,"_timerDuration":20,"_hasTimer":false,"_shouldRandomiseOptions":true,"_itemLayout":"top","_hideOptionsUntilMediaEnd":false,"_canAutoPlay":false,"_youtube":{"_isLightTheme":false,"_isAllowFullscreen":true,"_isAutoHideControls":true,"_isShowClosedCaptions":false,"_isHD":true,"_isKeyboardDisabled":false,"_isLoop":false,"_isShowRelated":false},"_video":{"_transcript":{"button":"Open transcript"}},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_type":"image","_extension":"png","_id":"5c8256c994aab5403215d5e1"}},"_mediaType":"image"},{"instruction":"","_id":"5c80039294aab5403215caeb","body":"It is good that you recognise the importance of letting your team get to grips with new ways of working and try things out for themselves. Remember that although mistakes might be made, these are part and parcel of the learning process.
You can continue to provide support by keeping tabs on their progress, and helping your team review what has worked and what has not gone so well.
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Continue asking your team to report back with their findings, and to share experiences with their colleagues. Remember to provide your team with guidelines to help them stay on track.
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Try to give your team some control and encourage them to try out new skills and approaches. Although your team might make mistakes, you should acknowledge these as an essential and inevitable part of the learning process.
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Give your team the freedom to try out new skills and find their own ways of doing things, and remember to talk to them about their experiences.
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","itemIndex":20,"_editorColor":"#666666","_editorPosition":{"y":336.6818161010742,"x":2771.5908813476562},"_options":[{"_itemId":"5c800c7b94aab5403215cafd","_id":"5c800a5e94aab5403215caf7","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":0,"_score":10,"optionText":"I’d use them as a learning opportunity to help them identify which approaches worked well and which were less successful."},{"_id":"5c800a9494aab5403215caf8","_itemId":"5c800d2d94aab5403215caff","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":0,"_score":10,"optionText":"I’d coach them to see light at the end of the tunnel. They are working in unfamiliar territory so a number of errors are to be expected, but I’d kept a close eye on things in any case."},{"_id":"5c800bc194aab5403215cafb","_itemId":"5c800d8294aab5403215cb01","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":0,"_score":0,"optionText":"My focus would be to get the team to stick to their performance targets regardless of what’s happening with the change process. It’s vital to maintain standards."},{"_itemId":"5c800da594aab5403215cb02","_id":"5c800c4794aab5403215cafc","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":0,"_score":5,"optionText":"I’d cut them some slack. They’re having a difficult enough time as it is without the added pressure of maintaining performance."}],"linkButtonText":"Link Button Text","_linkType":"none","_progressMilestonePercentage":80,"_isScoreItem":false,"_isCorrectItem":false,"_isInitialItem":false,"_timerDuration":20,"_hasTimer":false,"_shouldRandomiseOptions":true,"_itemLayout":"top","_hideOptionsUntilMediaEnd":false,"_canAutoPlay":false,"_youtube":{"_isLightTheme":false,"_isAllowFullscreen":true,"_isAutoHideControls":true,"_isShowClosedCaptions":false,"_isHD":true,"_isKeyboardDisabled":false,"_isLoop":false,"_isShowRelated":false},"_video":{"_transcript":{"button":"Open transcript"}},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_id":"5c82572594aab5403215d5e6","_extension":"png","_type":"image"}},"_mediaType":"image"},{"_id":"5c800c7b94aab5403215cafd","body":"You are right to view mistakes as part and parcel of the learning process. You can keep your team motivated by coaching them to understand that some errors are inevitable as they try out new ways of working.
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Making mistakes can be demoralising, so keep up the momentum by continuing to help your team acknowledge when things have gone wrong, to share their experiences and learn from them.
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However, it is also important to give some thought to how you will make up for a dip in performance as part of your longer-term planning. Once the change process is fully embedded you can revisit individual team members’ performance objectives to ensure that they remain consistent with the changes, and that workloads are manageable.
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Once the changes start to become embedded in your team, you should start to see a corresponding improvement in performance. It is therefore important to keep a close eye on things, and support and encourage your team as much as possible.
","itemIndex":24,"_id":"5c800da594aab5403215cb02","_editorColor":"#F1C40F","_editorPosition":{"y":655.6818199157715,"x":3060.6817626953125},"_options":[{"_itemId":"5c800ddc94aab5403215cb03","_id":"5c800d1c94aab5403215cafe","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":0,"_score":0,"optionText":"Are you a change champion?"}],"linkButtonText":"Link Button Text","_linkType":"none","_progressMilestonePercentage":80,"_isScoreItem":false,"_isCorrectItem":false,"_isInitialItem":false,"_timerDuration":20,"_hasTimer":false,"_shouldRandomiseOptions":false,"_itemLayout":"top","_hideOptionsUntilMediaEnd":false,"_canAutoPlay":false,"_youtube":{"_isLightTheme":false,"_isAllowFullscreen":true,"_isAutoHideControls":true,"_isShowClosedCaptions":false,"_isHD":true,"_isKeyboardDisabled":false,"_isLoop":false,"_isShowRelated":false},"_video":{"_transcript":{"button":"Open transcript"}},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_id":"5c82576894aab5403215d5ea","_extension":"png","_type":"image"}},"_mediaType":"image"},{"_id":"5c800ddc94aab5403215cb03","body":"Branching item text
","itemIndex":25,"_editorColor":"#9B59B6","_editorPosition":{"y":353.5,"x":3344.8636474609375},"_options":[{"_id":"5c800e2f94aab5403215cb04","_itemId":"5c800f6c94aab5403215cb07","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":40,"_score":0,"optionText":"Option text"},{"_id":"5c800e3594aab5403215cb05","_itemId":"5c80100194aab5403215cb08","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":30,"_score":0,"optionText":"Option text"},{"_itemId":"5c80106394aab5403215cb09","_id":"5c800e3994aab5403215cb06","_textColor":"transparent","_backgroundColor":"transparent","_shouldHideOption":false,"_automaticallySelectOnTimerEnd":false,"_scoreRequired":0,"_score":0,"optionText":"Option text"}],"linkButtonText":"Link Button Text","_linkType":"none","_progressMilestonePercentage":0,"_isScoreItem":true,"_isCorrectItem":false,"_isInitialItem":false,"_timerDuration":20,"_hasTimer":false,"_shouldRandomiseOptions":false,"_itemLayout":"top","_hideOptionsUntilMediaEnd":false,"_canAutoPlay":false,"_youtube":{"_isLightTheme":false,"_isAllowFullscreen":true,"_isAutoHideControls":true,"_isShowClosedCaptions":false,"_isHD":true,"_isKeyboardDisabled":false,"_isLoop":false,"_isShowRelated":false},"_video":{"_transcript":{"button":"Open transcript"}},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_id":"5c7fb4cb94aab5403215c954","_extension":"png","_type":"image"}},"_mediaType":"image"},{"itemIndex":26,"body":"CONGRATULATIONS!
You are a true change manager. You clearly know what to do to drive and support change in organisations.
If you wanted to make further improvements, you could try implementing some of the suggestions that we made throughout this learning engagement.
","_id":"5c800f6c94aab5403215cb07","_editorColor":"#1abc9c","_editorPosition":{"y":125,"x":3714.5908203125},"_options":[],"linkButtonText":"Link Button Text","_linkType":"none","_progressMilestonePercentage":0,"_isScoreItem":false,"_isCorrectItem":false,"_isInitialItem":false,"_timerDuration":20,"_hasTimer":false,"_shouldRandomiseOptions":false,"_itemLayout":"top","_hideOptionsUntilMediaEnd":false,"_canAutoPlay":false,"_youtube":{"_isLightTheme":false,"_isAllowFullscreen":true,"_isAutoHideControls":true,"_isShowClosedCaptions":false,"_isHD":true,"_isKeyboardDisabled":false,"_isLoop":false,"_isShowRelated":false},"_video":{"_transcript":{"button":"Open transcript"}},"_graphic":{"srcAdvanced":{"_setImagePerDeviceSize":false},"src":{"_id":"5c8260e494aab5403215d609","_extension":"png","_type":"image"}},"_mediaType":"image"},{"itemIndex":27,"body":"CLOSE BUT ...
... there are just a few areas you need to give a little more thought to. You clearly have a good understanding of how to drive and support change in organisations. A little more attention paid here and there, and you'll be a true change champion!
If you wanted to make further improvements, you could try implementing some of the suggestions that we made throughout this learning engagement.
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... that didn't go quite so well. There are a few areas you need to give more thought to, to demonstrate you have a good understanding of how to drive and support change in organisations.
We'd recommend you take this exercise again. In the workplace, try implementing some of the suggestions that we made throughout this learning engagement.
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