cm basics en

CHANGE MANAGEMENT

© M. Reiß

CHANGE MANAGEMENT BASICS

M. ReißC

CHANGE MANAGEMENTProf. Dr. Michael Reiß

CHANGE MANAGEMENT

© M. Reiß

DRIVERS OF CHANGE

85 %

82 %

77 %

31 %

55 %

76 %

36 %

29 %

65 %

27 %

Source: Management Centre Europe 1997

COST PRESSURES

COMPETITIVE OPPORTUNITY

NEW TECHNOLOGY

NEW CEO OR SENIOR MANAGEMENT

TAKE - OVER / MERGER

CUSTOMER DEMANDS

PROFIT / FINANCIAL PERFORMANCE

REGULATORY CHANGE

COMPETITIVE THREATS

STAFF DEMANDS

Prof. Dr. Michael Reiß

CHANGE MANAGEMENT

© M. Reiß

INHIBITORS OF CHANGE

59 %

51 %

48 %

31 %

36 %

43 %

34 %

28 %

37 %

13 %

MIDDLE MANAGEMENT RESISTANCE

LACK OF RECOGNITION OF NEED FOR CHANGE

LACK OF MANAGEMENT LEADERSHIP

LACK OF VISION

INFLEXIBLE IT SYSTEM

PRESSURE FOR SHORT - TERMRESULTS

NO STRUCTURED APPROACHTO CHANGE MANAGEMENT

INADEQUATE SKILLS

LACK OF TIME

NO CASH FOR NECESSARY INVESTMENTSSource: Management Centre Europe 1997


CHANGE MANAGEMENT

© M. Reiß

PARADIGMS OF CHANGE MANAGEMENT

QUANTUM

REFORM

INCREMENTAL

TRANSFORMATION EVOLUTION

CHANGE MANAGEMENT

ORGANISATIONAL DEVELOPMENT

CRISISMANAGEMENT

LIFE CYCLEMODELS

IMPLEMENTATION

CONTINUOUSIMPROVEMENT

MODIFICATIONMANAGEMENT

EXPERIENCECURVES

MIGRATION

ORGANISATIONAL LEARNING


CHANGE MANAGEMENT

© M. Reiß

MEASURING THE RADICALITY OF CHANGE

PROCESS

STRUCTURE

STATUSQUO

TECHNOLOGY

PERSONNEL

STRATEGY

TIME

SPEEDOF CHANGE

SCOPEOF CHANGE

DEPTHOF CHANGE


CHANGE MANAGEMENT

© M. Reiß

CHALLENGES

M. ReißC


CHANGE MANAGEMENT

© M. Reiß

RESISTANCE TO CHANGE : CAUSES

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SKILL - BARRIERS

INFORMATION

LACK OFCONFIDENCE

LACK OFCOMPETENCE

QUALIFICATION

LACK OFCOMFORT

MOTIVATION

ORGANISATION

WILL - BARRIERS

LACK OFCONTROL


CHANGE MANAGEMENT

© M. Reiß

RESISTANCE TO CHANGE

1 2 3 4 5 6 7 8 9 10

Current Stress Level

Lack of Rewards

Low Involvement

High Personal Cost

Daily Work Patterns

Unclear Communication

Average Rating

Source: ODR 1995


CHANGE MANAGEMENT

© M. Reiß

UNPOPULAR MEASURES IN CHANGE MANAGEMENT

Making oneself redundant

Closing down locations

Releasing personnel

Shorten salary

Increasing workload

Causing loss of status

Cancelling career opportunities

Stimulating internal competition

Eliminating slack

Questioning status quo


CHANGE MANAGEMENT

© M. Reiß

EFFECT - PATTERNS OF CHANGES

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DETRIMENT

BENEFIT

TIMEEROSIONDIFFUSIONCONFUSION

COACHING

MARKETING

IDEAL

REAL

SUPPORTING


Status quo

Benchmark

CHANGE MANAGEMENT

© M. Reiß

EFFECTIVE AND EFFICIENT CHANGE MANAGEMENT

Acceptance

Innovativity

Integrativeness

Time

Costs

Flexibility

EXCELLENTCHANGE MANAGEMENT

EFFECTIVENESS(„managing the right change")

EFFECTIVENESS(„managing the change right")


CHANGE MANAGEMENT

© M. Reiß

DILEMMA OF COMMUNICATION POLICIES

IDEALNORM

AL

NORMALFATAL

high

low

low high

EFFECTIVENESSOF

COMMUNICATION

EFFICIENCYOF

COMMUNICATION

WORKSHOPS

MANAGEMENT BRIEFINGS

TOP MANAGEMENT INVOLVEMENT

BROCHURES

KICK OFFS

NEWSLETTERS

EMPLOYEE JOURNALS

INTRANET


CHANGE MANAGEMENT

© M. Reiß

DILEMMA OF TRUST IN CHANGE MANAGEMENT

TIMESTABILITY CHANGE

TRUSTREQUIREMENTS

TRUSTPOTENTIAL

GAP

SECURITY NEED

ASSURANCE


CHANGE MANAGEMENT

© M. Reiß

PITFALL OF SUCCESS IN CHANGE MANAGEMENT

SMALLSUCCESSESFACILITATE

CHANGE

HUGESUCCESSES

INHIBITCHANGE

CHANGE=

SUCCESS FORTHE FUTURE

PAST SUCCESS


CHANGE MANAGEMENT

© M. Reiß

SOFT INSTRUMENTS FOR IMPLEMENTATION

INTEGRATIONINFORMATION INVOLVEMENTINSTRUCTION

Employee magazineProject newsletterInformation marketEmployee surveysKick offWorkshopsIntranet/ PortalsHotlinePresentations/ VideosPod-/WebcastsBlogs...

COMMUNICATION

Project workRole playingGroup dynamicsSelf managementCase studiesKaizenConflict toleranceTraining coordinatorsWeb Based Training

TRAINING

AwardsIntrinsic rewardsCompensationDealsSuccess storiesSuccessful modelsBonusesTransparencyProtection of vested rights ...

MOTIVATION

Project organizationParticipationTeam coordinatorsPromotersEvangelistsBenchmarksWikisCoachingConsultingChange communitiesSocial Networking Platforms...

ORGANIZATION

ACCEPTANCETO CHANGE

SKILL WILL


...

CHANGE MANAGEMENT

© M. Reiß

INSTRUMENTS FOR COMMUNICATION IN CHANGE MANAGEMENT


ONE WAYCOMMUNICATION

TWO WAYCOMMUNICATION

SPECIFICCOMMUNICATION

INSTRUMENTS

Employee magazinesEmployee magazines

Change JournalChange Journal

Income StatementsIncome Statements

Bulletin boardsBulletin boards

Information for managersInformation for managers

Press releasesPress releases

SurveysSurveys

FlyersFlyers

MemosMemos

VisualdisplaysVisualdisplays

BusinessTV

BusinessTV

SongsSongs

ConferencesConferences

BrochuresBrochures

VideosVideos

„Town meetings“„Town meetings“

Survey-feedbackSurvey-feedback

WorkshopsWorkshops

Information marketsInformation markets

Kick offsKick offs

Special press conferencesSpecial press conferences

Info phonesInfo phones

Regular press conferencesRegular press conferences

Employee talksEmployee talks

Group discussionsGroup discussions

Committee meetingsCommittee meetings

Department meetingsDepartment meetings

GENERICCOMMUNICATIONINFRASTRUCTURE

Complaint systemsComplaint systems

Info boardsInfo boards

Open door-activitiesOpen door-activities

HotlinesHotlines

RoadshowsRoadshows

Contact hours of managers

Contact hours of managers

Special edition ofemployees magazineSpecial edition ofemployees magazine IntranetIntranet

Lettersto the

editors

Lettersto the

editors

ChatsChats

Corporate Weblogs

IndividualWeblogs

Pod/Webcasts

Change CommunitiesChange Communities

newsletter via e mailnewsletter via e mail

CHANGE MANAGEMENT

© M. Reiß

MOTIVATING IN CHANGE PROJECTS

QUICKHITS

AWARDS

INTRINSICREWARD

PARTICIPATION

PROMOTINGCONSENT

COMMUNICATION TRAINING

...

COUNTERBUSINESS

PRESERVINGAPPROVED ITEMS

COMPENSATION

PROJECTWORK

TOP -DOWNINTERVENTION

SUCCESSFULMODELS

AVOIDINGREJECTION


CHANGE MANAGEMENT

© M. Reiß

PROMOTERS IN CHANGE MANAGEMENT

TASK MANAGEMENT

PEOPLE MANAGEMENT

x

+

=

+

x

= =

PROFESSIONAL

SKILLS BASED

PROMOTERS

PROCESS

RESPONSIBLE

PROMOTER

POWER

BASED

PROMOTERS

EXPERTS CHAMPION SPONSORS


cm basics en

Economy & Finance

change change

rei c changemanagement

change right

right change effectiveness

change huge successes

senior management

consent communication

barriers lack of control