1952 Leading Projects in Organizations PDF

A lot of people are resistance to change How does it impact people systematic approach to dealing with the transition controlling the change, but managing the people helping people adapt, understand, be aware, communicating through it as leaders, you need to consider what you team is going thro...

A lot of people are resistance to change How does it impact people systematic approach to dealing with the transition controlling the change, but managing the people helping people adapt, understand, be aware, communicating through it as leaders, you need to consider what you team is going through in their personal life change is moving from one house to another, transition is adjusting to the new situation - a response to the change proactive vs reactive build in communication and training timeline, town halls, planning the plans/roadmap are we prepared to support ppl through the change then implement the change How do we sustain the change? Get feedback how do you manage resistance ? anticipate this, ask people ahead of time about how they are feeling celebrate the change - imagine toddlers monuments use emotional intelligence your team members may all be experiencing different emotions and different times you as a leader are also going to go through these emotions, and you need to lead your team through it A bunch of small changes while the large change is happening A decision that happens that brings about the change 1. Talk about positive situations that can make a difference a. Example - A Team success a deliverable being accomplished successfully 2. Provoke the team to take on activities that require changes. The more people go through change, the more they get used to it. a. Example - merger and acquisition projects, process reengineering 3. Build confidence that change makes a positive impact; talk about change as an opportunity for improvement. a. Example building an open space will make team members interact better and communicate 4. Continue to reinforce the change and build a change environment. Persist with continuous improvement. a. Example - people will react to open space office and demand lack of privacy. Take them to see other sites where people have embraced the open office mentality and ask them to share their experience. Build additional space/rooms for people to have private conversations 5. Find words of encouragement; the opportunity and the end goal 6. Build conversations around happy stories; find the happy story in any story through the art of storytelling. a. Example - every opportunity for change is an opportunity to do something better to provoke progress, and leave something behind. Games about change can also bring people into a state of happiness As leaders, we need to model positive behaviours How can our early adopters sway our late adopters? Measured against performance and time Team is not doing well during mid-change 1. A circumstance that causes an organization to realize that change is inevitable 2. Define the effectiveness of the results A change is intended to achieve 3. Based on the trigger and outcomes, investigate what changes are required and the different approaches to change for each of them 4. Different techniques to adopt changes: a. Burning Bridges = there's no way back b. Open space = people talking about what concerns them c. Boiling the Frog = incremental changes that are not visible d. Command = force people into the change e. Burning platform = create a crisis for the need for change 5. Develop a change management plan to help the adapters of change get used to the idea of change and prepare for it 6. Changes adopted by everyone affected 7. Once changes implemented, the change needs to be cemented and constantly reinforced people need clarity*** and best way is to communicate how do we let people know whats going on? website, emails, newsletters Thoughts and feelings post/transition You need to keep the lights on while the change is happening - even when ppl are struggling - prepare prepare prepare Star this slide - very helpful need to take change management into the project plan Prosci phases: 1 - strategy/plan, 2 - implementation, 3 - feedback Prosci is org change, ADKAR is individual change journey (aware, desire, knowledge, ability, reinforce) the change needs to be tied to the strategic vision - it needs to make sense how will it impact different teams/ departments? prepare for this, talk to ppl ahead of time related to assignment LF is not good through change