PowerPoint presentation Unit 241 (M&L 6): Principles of team leading The aim of this session is to: To develop understanding of change management with a team. Learners will be able to: 1. Describe typical reasons for organisational change 2. Explain the importance of accepting change positively 3. Explain the potential impact on a team of negative responses to change 4. Explain how to implement change within a team. Introduction to the unit aims and session objectives – LO4 assessment criteria 1–4.

Reasons for change There are many reasons for organisational change, mostly to improve one or all of the following: Productivity Quality Profit Innovation and technology Reduce costs Adapt to changing market conditions Update working practices Tutor to discuss this with learner/s.

Reasons for change Productivity – this is the measure used to check the efficiency of production, eg how many cars are produced a week, or a year. The main reason for productivity change is usually to increase it to make more profit. Quality – this means good or to a standard of excellence. To change or improve quality indicates it will be better than it is now. Innovation – a new device, system or idea. To make way for innovation means testing new ideas or processes without fully knowing what the results will be. New technology – an ever-changing area that businesses need to keep up to date to suit their market. Expand and discuss learner/s experiences of change personally or people they know.

Reasons for change Reducing costs – all organisations need to address this especially when the economy is difficult. Reducing the cost of materials, pay and rent will bring change to any workplace. Changing market conditions – responding to external conditions such as exchange rates, new competitors or even new technologies. This can bring uncertainty. Update working practices – ‘updating’ or modernising suggests changes to improve systems and procedures. New skills and understanding will be required by all involved. Continuation of discussion.

Accepting change Leaders and managers will be key to implementing change and will need to be positive in their execution of the ‘change’. Individuals will deal with change differently some will accept it more quickly, others will have more difficulties. This will depend on individual circumstance and personality traits. Individuals should be given time to adapt and consider how to make use of their existing skills. Effective leaders will manage people during change with consistent positivity, outlining opportunities, professional development, remaining optimistic, confident and enthusiastic. This will help individuals accept and adapt to the changes and ensure the success of the change. Tutor to reveal and discuss the need for leaders to be positive and focus on the ‘silver lining’ of situations.

Impact of negative response to change Accepting and implementing change will avoid the following negative effects: Stress/illnesses Resistance Poor performance Disruption in workplace Vulnerability Conflict Possible legal or union action. This can be used as an Q&A before revealing.

Impact of change Activity 5 – The reasons for and impact of change Tutor to distribute the activity and discuss learners’ answers.

Lewin’s Change Management model Kubler-Ross Stages of Change model Change models There are several models that can be used to help implement change, including: Lewin’s Change Management model Kubler-Ross Stages of Change model ADKER Action-orientated model. This topic should involve the learner/s researching the three models.

Lewin’s Change Management model Unfreeze – to ensure employees are ready for change Change – implement the change Refreeze – make the changes permanent Use the internet to research this model. Here is one site to use: http://www.change-management-coach.com/kurt_lewin.html Reveal and discuss with learners and signpost to the relevant search or websites.

Kubler-Ross model The five stages of grief Kubler-Ross wrote about are: Denial Anger Bargaining Depression Acceptance. Use the internet to research this model. Here is one site to use: http://www.change-management-coach.com/kubler-ross.html This is often referred to ‘grief’ stages when someone experiences death or loss. Tutor to signpost learners to the internet site.

ADKER Action-orientated model Awareness of the need for change Desire to participate and support the change Knowledge on how to change Ability to implement required skills and behaviours Reinforcement to sustain the change Use the internet to research this model. Here is one site to use: http://www.change-management.com/tutorial-adkar-overview.htm ADKER an acronym used to recognise when change is required and using techniques to support the change. Tutor to signpost the learners to the internet site before completing the end of LO activity sheet.

Change management models Worksheet 10 – Managing change and change models Work through Worksheet 10 and discuss it with your tutor. This can be used as knowledge evidence in your portfolio. Distribute Worksheet10 and discuss with learners their responses. There is a tutor answer sheet available for you to use for guidance – you can expand and discuss further. Close session with any questions.

End of session Any questions? Close session. Gather feedback as organisation requires it.