Rock, Bamboo, or Sponge; Managing Various Responses to Change

Rock, Bamboo, or Sponge

Managing Various Responses to ChangeJune 20, 2016

Steven E. Ericksonwww.AccessSciences.com

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Battle of Trafalgar

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Moneyball

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Technology on the Bleeding Edge

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The Common Thread?

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Change is Uncomfortable and Hard

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Change is Inevitable

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Change is Desirable

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Managed Change Initiative Success

From Proci’s 2012 Best Practices in Change Management benchmarking report

17%

49%

80%

95%

0%10%20%30%40%50%60%70%80%90%

100%

Poor Fair Good Excellent

Met

Pro

ject

Obj

ectiv

es

Overall Effectiveness of Change Management Program

Correlation of Change Management Effectivenessto Meeting Project Objectives

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Changes Faced by County and District Clerks

Election Law

Changes

Civil/FamilyE-Filing

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Rewards of Effective County and District Initiatives

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A Process for Managing Change

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There Be Rocks, Bamboo, and Sponges Here!

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Recognizing Rocks

Active resistance and non-compliance

Recruiting negativity

Low capacity for change

Change is possible, but happens very slowly

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Recognizing Bamboo

Willing and flexible if WIIFM is felt

Strong capacity for change

Change takes place in limited degrees, over time

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Recognizing Sponges

“Include me! Include me!”

Highest capacity for change but saturation point needs to be monitored closely

Embraces change quickly, often without looking at the bigger picture

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Why Resistance Occurs

Lack of awareness of why the change was being madeImpact on current job roleOrganization’s past performance with changeLack of visible support and commitment from managersFear of job lossMisunderstandingLack of skills and knowledge needed/insecuritiesDisagreement over the need for changeOverburdened with current responsibilities/workloadPersonal circumstances

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Managing Resistance During planning, anticipate the potential resistance points Develop a resistance management plan Recruit project supporters to advocate the change Communicate the reason for change, and the benefits to the

organization and the individual Acknowledge the impact of the change on the individuals Listen to and understand objections Remove the obstacles Monitor, reinforce, and adjust where necessary

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How Might It Have Been Different?

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Lead the Change – Rally the People

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Steve Erickson

713-554-7572 (office)832-722-4076 (mobile)

serickson@accesssciences.com

https://www.linkedin.com/in/stevenerickson