Change Management
Change is a constant in today’s world. Business organizations are continually looking to improve performance by upgrading equipment, changing the organizational structure or job roles, or implementing new processes or procedures. The success of any change depends greatly on employees embracing the change. This course discusses several skills and tools necessary for supervisors to lead successful changes.
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Learning Objectives
Describe the purpose of change management Identify examples of organization changes where change management is essential Describe the role of a supervisor and the skills required for managing change Describe what things can be done to help people change Describe important stages or phases that occur during a change Describe different ways to manage people based on their emotional state Identify and describe how to use some common change management tools
Specs
| Course Level | Intermediate |
| Languages | English |
| Compatibility | Audio, Video |
| Based on: | Industry Standards and Best Practices |
Key Questions
How do you get people to change?
There are many different ways to manage change. There is no single method that will work for all situations. In general, you need to help people see the benefits to change and the pros must outweigh the cons for people to be motivated to change. Communication is key.
How do people deal with change?
Everyone reacts differently to changes in their life. The five stages of grief can be applied to anyone experiencing significant changes.
What are the five stages of grief?
The five stages of grief are denial, anger, bargaining, depression, and acceptance.
How do you manage resistance to change?
People resist change because they feel safe with the current situation. Make them see the danger of not changing and give them the confidence and resources to change.
What tools can I use to help manage change?
There are many tools to help manage change. Some commonly used tools include: a project charter, stakeholder analysis, a communication plan, and a training needs assessment.
Sample Video Transcript
Some of the most common organizational changes are: • Process changes, such as substituting a new raw material or changing product quality specifications • Technology changes, including new equipment or tools, automation or infrastructure changes • People changes, which can include everything from regular employee turnover to layoffs • Changes to the organizational structure, like adding or eliminating job roles or entire departments • Policy changes, for example, changing the personal protective equipment policy to require wearing gloves at all times • Cultural or strategic changes, such as improving everyone’s attitude about safety All of these changes affect people, so change management is all about how to manage people during times of change.
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