1.
What is Organizational Change Management?
Organizational
Change Management (OCM) is a structured framework directed at handling the
organizational
and human issues generated by changes introduced by business transformations.
It focuses on the impact of the changes
on the stakeholders and addresses their apprehensions, doubts and resistance to change. OCM helps them to
internalize the changes so that the new system becomes a part of their every day routine.
2. What are the goals of OCM?
The
goals of OCM are
Minimize change resistance among the stakeholders
Promote acceptance of change
Reduce business disruption
Accelerate benefit realization
3.
Why do people resist change?
People
resist change for many reasons. These can be clubbed together under the Head,
Heart and Hand Framework
Head/
Think
People are not sure whether they will be able to un-learn and re-learn fast
enough or well enough
People do not know whether they will be supported by training and communication
at regular
intervals
People are unsure about support from colleagues and supervisors
People wonder whether they will still be valued and called upon.
Heart/Feel
People are afraid of losing their status within the organization
People fear the changes would diminish their control in the organization
People also resist getting out of their comfort zone
Hand/Do
People are not sure whether they can do the job
People wonder whether they will be able to do the work fast enough and well
enough
People question the changes introduced in fear that these changes will dramatically
change the nature of their work
People are unsure whether they can adopt new habits to suit the changes
Heart
(Feeling)
|
Will I feel
• Loss of control?
• Loss of status?
• Out of my comfort zone?
|
Head
(Thinking)
|
Will I be
• Able to un-learn and re-learn fast enough or well
enough?
• Supported by training and communication regularly?
• Supported by my manager and my colleagues?
• Still valued and called upon?
|
Hand
(Doing)
|
Can I do it
• Fast enough and well enough?
• Will I like it ? Will it still be ‘my job’?
• Can I learn new habits ? Can I let go of old habits?
|
4.
What are the risks if organizational change is not managed?
Key risks of unmanaged organizational changes
are
Stakeholders would show resistance to change and sometimes even reject the
changes altogether
Turnover/loss of valued employees
Poor productivity
Disruption in business
Changes can not be fully implemented
Business realisation would lag behind
Change initiatives would ultimately fail
5.
Who is a stakeholder?
A
stakeholder is any individual or organization involved in the project or who
will be affected by the result of the project. A Stakeholder can be either
internal or external to the business.
6.
Why is stakeholder management important in OCM?
Stakeholders
are individuals and organizations involved in and affected by the project. For
the
successful
implementation of change, it is important to understand their involvement,
minimize their resistance and maximize their receptiveness towards the project.
Hence, stakeholder management is of great importance in OCM.
7.
What is Change Resistance Assessment/Survey and what is its importance?
Change Resistance Assessment/Survey refers to
collecting information about the stakeholders to determine their readiness to
accept and assimilate the forthcoming changes.
It is important because it measures
Readiness to change
Progress of change
Adoption to change
8.
What is Change Network?
Change
Network is a “Community of representatives specifically selected to facilitate
top down
sponsorship
and bottom up ownership of changes”.
9.
What is the importance of change network?
Change Network is important because its
members are viewed as role models for change and have the capacity to advice,
coach and lead change.
10.
How important is the role of communication in OCM?
Communication
plays a significant role in OCM as it
Ensures that the business has the appropriate information to make well informed
decisions
Ensures that the stakeholders are communicated with at the most appropriate
times via the most appropriate channels
Reduces resistance to business transformation
Reduces false messages
Provides a feedback mechanism to help identify problems early
11.
Why is training important for managing change?
Proper
training accelerates an organizations ability to adapt to changes. Well-trained
people perform their work at a greater pace and accurately which results in
high levels of internal or external customer satisfaction.
12.
What are the benefits of OCM?
The benefits of OCM are
It measures whether an organization is ready to introduce the proposed change
and thus helps it to make an informed decision
It reduces the resistance of stakeholders to change
It increases the receptiveness of the stakeholders to business transformations
It ensures that all stakeholders are informed at regular interval and remain
committed to the
project
It helps stake holders un-learn old ways of doing things and adopt the new
processes and
applications
It helps the organization to achieve the benefits of change in time
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