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Jack Smalley, SPHR
Director, Human Resources
Managing Organizational Change
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Below is information to ensure that our meeting is productive and enjoyable.
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Ten Business Drivers for Organizational Change
• 2009/2010 recession
• New leadership
• Move to shared services
• Outsourcing
• Mergers/acquisitions
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Ten Business Drivers for Organizational Change
• Downsizing/rightsizing
• Going for growth
• Under new management
• New technology
• Going public
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• 95% of companies are going through organizational change
• 30% are due to change in upper management including HR
• Why organizational change fails 60% of the time
Interesting Facts
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1. Structural
2. Cultural
3. Process
4. Cost-cutting
5. Leadership
Top Five Types of Change Initiatives:
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For Organizational Change To Be Effective You Must Have:
• Leadership– Don’t waste time waiting for orders– Effectiveness depends on credibility – Admit mistakes– Team reconstruction bogs down when
employees stop believing in leaders
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20-50-30 Rule
• 20% of employees are “change friendly”
• 50% of employees are “fence sitters”
• 30% of employees are “resisters”
• The “resisters” make the most noise and require the majority of your time
• Spend your time wisely with the “fence sitters”
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For Organizational Change To Be Effective You Must:
• Seek opportunities to involve your people– Find an immediate role for the 20% “change
friendly” group– Use your employees for the design phase
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For Organizational Change To Be Effective You Must:
• Analyze your people assets– Identify subject experts– Mix together right combinations– Spread out the talent– Surround yourself with the best and most
trusted employees– Re-recruit your keepers
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Competencies Needed to Lead Change
• Integrity• Honesty• Trust• Communication skills• Presentation skills• Leadership skills
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Competencies Needed to Lead Change
• Proven track record• Ability to win over peers• Relationship skills
- Know your audience
- Get out of your office• Financial and metrics knowledge• Conflict resolution
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Your Role in Communicating Change
MANAGE IT FROM BEGINNING TO END
Change initiatives usually fail due to poor communication which breeds conflict
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Your Role in Communicating Change
Communicate everything– Often– Good news– Bad news– Dispel rumors– “ME” issues– Avoid promises
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Key Points to Managing Change Communication
• Don’t surprise employees
• Give employees a voice
• Communicate change timely and thoroughly
• Ensure effective manager-subordinate relationships
• Deal quickly with conflict
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Resistance to Organizational Change
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• Most resistance dies out once employees believe change is finished
• Softening your position stiffens the resistance
• Actions speak louder than words- Resisters beware- It’s time to get on board
Wear Your Commitment on Your Sleeve
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Be prepared for resistance from:• Above• Sideways• Below
*Don’t assume they believe your mission.
Resistance
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Upcoming Webinars
• Visit www.expresspros.com/webinarregistration to register for Express’s upcoming webinars.
• September 11
- Leading in Turbulent Times
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