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

© 2015 Access Sciences Corporation All rights reserved.2

Battle of Trafalgar




Moneyball




Technology on the Bleeding Edge




The Common Thread?


Change is Uncomfortable and Hard


Change is Inevitable


Change is Desirable


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


Changes Faced by County and District Clerks

Election Law

Changes

Civil/FamilyE-Filing


Rewards of Effective County and District Initiatives


A Process for Managing Change


There Be Rocks, Bamboo, and Sponges Here!


Recognizing Rocks

Active resistance and non-compliance

Recruiting negativity

Low capacity for change

Change is possible, but happens very slowly


Recognizing Bamboo

Willing and flexible if WIIFM is felt

Strong capacity for change

Change takes place in limited degrees, over time


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


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


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


How Might It Have Been Different?


Lead the Change – Rally the People


Steve Erickson

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

[email protected]

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

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