Change isn’t easy – be it at the individual level and even more for organizations that have multiple moving parts, with complex systems policies and protocols that will be impacted by the change. This session’s instructor, Dr. Chris Jones, provides guidelines on approaching organizational transformation better to make change more palatable even for the toughest critics.
Dr. Chris Jones oversees training for 3M’s enterprise operations in Clinton, Tennessee. Prior to this role, he was a training specialist at the University of Tennessee Law Enforcement Innovation Center and the National Forensic Academy. He began as a police officer and has since trained thousands of law enforcement officers throughout his career.
Specifics discussed on this webinar include:
- Defining and differentiating the concepts of organizational transformation, organizational development, organizational change, and organizational change management.
- How change management typically works and some of the ways people tend to react to change.
- How the obstacles faced amidst changes can create different outcomes in terms of how people embrace the change.
- Why it is crucial that the change be initiated by a group of people with a methodical and strategic plan and not just an individual.
- Unpacking the eight stages of successful large-scale change.
- Communicating a sense of urgency as to why change is necessary to be undertaken.
- The composition of the guiding team that is leading the change, the ideal number of members, the important qualities of the people comprising it, and how to structure its meetings.
- Drafting a vision that is bold, moving, strategic, impactful, and that people can rally behind.
- Effective communication that is straightforward, consistent, and explains the reason behind the need for change.
- Empowering the people within the organization to move forward and removing barriers that may limit their capabilities to realize their power.
- Celebrating short-term wins and leveraging these to build momentum and as an indicator of progress.
- Not letting up and just keep on going, moving from one small win to another in order to not lose the sense of urgency.
- Making changes stick and sustainable by establishing an organizational culture that supports the change and putting systems into place that reinforce the new way of doing things.
- The value of repetition in creating recall and symbols that represent what the change aims to do and the commitment towards that change.
- Examples of effective communication strategies through slogans and symbolism allowing the ultimate goal of the change to be ingrained in people’s minds.
- The most common barriers to empowerment and what these typically look like in the workplace.
- The potential outcomes if short-term wins are not acknowledged and successes are not shared.
- A sure-fire way to make change sustainable and the new organizational culture stick by incorporating it into the onboarding process.
During the Q&A, Dr. Jones clarified topics related to:
- Identifying the most qualified people to lead the change initiatives.
- Implementing change when the team members have been part of the organization for a long time.
- Presenting change that one may not necessarily agree with to subordinates.
- Handling situations when employees are resistant to change.
Other Webinars with this Speaker:
- March 1: Leading through Organizational Transformation: Change Management Strategies (this webinar)
- May 5: Enhancing Teamwork and Strengthening Organizational Culture Using Myers Briggs Personality Understanding
Resources and Handouts
- Book referenced: Change: How Organizations Achieve Hard to Imagine Results in Uncertain and Volatile Times by John Kotter and Vanessa Akhtar
- Book Referenced: The Heart of Change: Real-Life Stories of How People Change Their Organizations by John Kotter and Dan Cohen
- Handout: References
- “MORE on this topic would be incredible!! I learned so much from this webinar, selecting the most valuable thing without giving it more thought and reading into the resources would be a disservice.” — Tricia
- “Well stated. Clear, clean concise presentation of the eight steps.” — Allan
- “Not to give up. Be patient with people. I really enjoyed the part where we discussed implementing change during the onboarding process. New employees are impressionable and I’ve found that has worked for me in the past. Overall I enjoyed the class and will recommend it to my colleagues.” — Karl
- “Clearly targeted for a diverse audience – easily understood and sensible examples for implementation. Barriers to achieving sustainability provided. All questions answered.” — Trudye
- “Everything, excellent webinar. I participated as a Board member on the Governors Quality Improvement/Process Improvement Committee and leading change is not as easy as it sounds. Great advice and information!” — Kathleen
- “Really liked the information around not jumping too quickly before a solid plan/strategy has been created – the visuals utilized (jumping off the roof, etc) really drove this point home for me.” — Mary