1. 1 Managing Change Summary

2. 2 Force Field Analysis Driving ForcesRestraining Forces LogicEmotions Equilibrium (Current Situation)

3. 3 Force Field Analysis 1. Define current “situation” 2. “Agree the goal” 3. Determine: DRIVING forces (logic) RESTRAINING forces (emotions) 4. Dig deeper: ask “Why?” 5. Confirm and take action Five steps:

4. 4 UNFREEZE Change REFREEZE “Need for Change” “Make it Happen” “Follow up”

5. 5 Overcoming Resistance Educate and communicate Participation and involvement Facilitate and support Negotiation and agreement Manipulate and co-opt Final resort – coerce or abandon! Expect it - Find it - Understand it - Confront it - Manage it!

6. 6 The Change Challenge Be clear on vision and what kind of change is required Plan, plan, plan (and implement) Pre-empt resistance Set milestones/short-term objectives Prepare employees All hands on deck.

7. 7 The Change Challenge Provide incentives (not just money) Avoid complacency – create champions or advocates and even recruit the cynics Create momentum – take action Communicate Celebrate success.

8. 8 Change Management Information & intelligence Use ‘vision’ Build on existing ‘platforms’ of experience and resources Encourage incremental experimentation (by doing rather than training?) Start NOW Where to Begin

9. 9 Cultural Web SymbolsStoriesRituals & Routines Control Systems Organisational Structures ? Power Structures Power Culture: strong leader Role Culture strong departments Task Culture strong planning/matrix Personal Culture strong experts