How Good Are Your Change Management Skills

7/30/2019 How Good Are Your Change Management Skills

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How Good Are Your Change Management

Skills?

Find out which change management skills you need to improve.

iStockphoto/alexsl

For most organizations, change is inevitable. Because of this, you'll most likely be involved inmanaging a change project at some pointbe it a simple change to the way your team deals withcustomer complaints, or a major change in organizational policy or strategy.

When you manage change effectively, you can move your organization into the new "business asusual" state swiftly, and you'll find that other people are quick to accept change. This means that

your team and organization experiences minimum disruption, and projects succeed, rather thanstall and fail.

The quiz below helps you assess your change management skills. By using it, you can learn foryourself where your skills are strong, and where you need to develop new skills.

We then guide you through the key areas of change management, and give links to resources thatyou can use to further develop your change management skills.

How Good Are Your Change Management Skills?

I nstructi ons:

For each statement, click the button in the column that best describes you. Please answerquestions as you actually are (rather than how you think you should be), and don't worry if somequestions seem to score in the 'wrong direction'. When you are finished, please click the'Calculate My Total' button at the bottom of the test.


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StatementNot

at allRarely

Some

timesOften

Very

Often

1 I usually receive good support from senior executivesfor changes that I want to implement.

2 I create a plan for change for my department and

team, and I let other departments deal with theimpacts as they choose.

3 I communicate successes throughout theorganization, so that everyone understands thepositive impact of a change project.

4 If the change makes financial and operational sense,then it will work.

5 If the team is dissatisfied with how something isworking or operating right now, change is morelikely to be successful.

6 I try to understand my organization's culture andvalues as important elements of a change project.

7 When change is happening, I expect people tocontinue to perform at 100 percent.

8 Once I'm successful with a change project, I declarevictory and move onto the next project.

9 I consider things like the impact on people andorganizational structure when planning a changeproject.

10If I think something must be changed, I start right

away and make it happen.11To get backing and support from my team, I talk with

team members about what is causing the need forchange.

12I let people get comfortable with changes before Idecide if any training is necessary.

13If key individuals are convinced that change isneeded, the rest of the stakeholders will usually comeon board.

14Its harder to manage change effectively when the

organization has previously managed change projectsbadly.

15When implementing a change project, I setachievable, short-term targets that, onceaccomplished, will motivate people to persist andkeep trying.

16Change is as good as a rest, so even though it mightnot be necessary, it often helps to "mix things up a


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bit."

Total = 0

Score Interpretation

Score Comment

16-36

You tend to look at the end result and forget to focus on the immediate planningneeds. To be successful with change, you must find a way to communicate andshare the excitement of the end goal with your team, as a way of creating thenecessary support. Take time to work through the sectionsbelowin detail tolearn how to do this.

37-58

You understand many of the elements required for change, but putting them intopractice doesn't always work well. Concentrate on developing a process thatallows you to work on each of the elements of change one after the other. The

ideas and resourcesbelowwill help you do this.

59-80

You have a very good understanding of what makes change successful, and youhave a good knowledge of managing, planning, and implementing change. Skimthe sectionsbelowto see if there are any ideas that you can use to get evenbetter.

The questions you just answered relate to four key areas of successful change management. Theyare:

1. Understanding change.2. Planning change.3. Managing resistance to change.4. Implementing change.

By addressing each area, you'll be better prepared to plan and implement successful changeprojects. We'll look at each area separately, and provide links to more in-depth resources that youcan use in thechange managementprocess.

Understanding Change

(Questions 1, 7, 10, 14)

Before you manage a project that involves changing the way that people work, you must firstunderstand how people react to change. Then you'll be in a better position to plan proactively forthe stages of change, and for the effect that change has on your organization.

TheChange Curvetheory describes people's reactions to each stage of change. These reactionscan range from "shock and denial," when business as usual is first disrupted, to "acceptance" and"commitment," as the change is implemented.
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Many people need time to adjust and accept the change. So levels of performance may fall asthey learn how to use new systems and processes.Lewin's Change Management Modelof"Unfreeze-Change-Refreeze" highlights why you need to build sufficient time into the processfor people to adjust, and provide a lot of consultation with those affected by the change.

Planning Change

(Questions 2, 4, 6, 9)

The quote that "If you fail to plan, you're planning to fail" is as true with change management asit is with anything else. As ever, thorough preparation is the key to successful planning.

As part of this, conducting anImpact Analysiswill help you understand the possible positive andnegative consequences of change, so that you can develop contingency plans to deal with anyissues that may arise.

TheBurke-Litwin Change Modelwill help you identify every potential area of impact. It mapsout the interrelated complexity of organizational structures, and helps you track how yourproposed change project will affect other areas of your organization.Leavitt's Diamondisanother tool that analyzes how change can impact your organization. It looks at the four majorcomponents of an organizationstructure, technology, people, and tasksand helps you thinkabout how changes to these components can affect each other.

You can also useMcKinsey's 7S Frameworkto help you look at every affected area, and ensurethat you keep issues aligned andcongruentthroughout the organization.Organizational designissues are particularly important, because you must ensure that your changes can be supported byyour team and organization, using available resources.

Finally, the tools and techniques taught in ourProject Managementsection will help you when itcomes to planning how you'll implement change.

Managing Resistance to Change

(Questions 5, 11, 13, 16)

Many people are uncomfortable with change. So a large part of managing change is overcomingresistance, and promoting acceptance and belief in the change.

You can overcome this resistance by communicating effectively. Talk about why change isnecessary, and share yourvisionof change with everyone. This includes talking to allstakeholdersand getting their support early in the process. These early discussions can help youassess the various barriers to change, and then plan how to manage stakeholders as you move theproject forward.

According toBeckhard and Harris's Change Equation, for people to be motivated to change, theymust be dissatisfied with the current situation, and must think that the proposed solution is
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desirable and practical. Use this equation to assess readiness for change, so you can ensure that achange is actually needed, and that your planned changes will result in significant benefits.

TheRACI Matrixis another useful tool that can help you manage resistance to change. It showsyou how to structure the various responsibilities between the change team and the rest of the

stakeholders. You'll be able to deal with natural resistance, and manage issues that occurthroughout the process, by keeping your communication open and well organized.

Implementing Change

(Questions 3, 8, 12, 15)

When you implement change, further communication is crucial you'll almost certainly haveproblems at some point, and if you aren't regularly talking about the plan and communicatingyour successes, people may go back to old ways of doing things.

ConductTraining Needs Assessmentsat various stages of the project to ensure that people havethe skills they need to be successful as the change is implemented. People must be confident thatthey can do what they're being asked to doso the time for training is before, during, and afterthe change.

Kotter's 8-Step Change Modelis a useful overall change management tool, and the last threesteps of it are crucial for successful implementation. These three steps are:

Create short-term wins. Build on the change. Anchor the changes in corporate culture.

So aim for a few early achievements to showcase the benefits of the change. This can help keepmotivation and enthusiasm for the change high.

Then highlight building on the change you started, and work toward making it part of theorganizational culture. This can separate "good" change management from "great" changemanagement. Good change management is when you are satisfied when you meet your initialobjective. Great change management is when you keep adjusting your target for continuousimprovementyou aren't afraid to keep changing things, because you're confident in your abilityto keep making progress.

Tip:For a unique perspective on effective change management, read our article onWhy Change CanFail. If you avoid the common mistakes outlined in this article, youll improve your chances ofmanaging change successfully.
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Key Points

Managing change is a challenging and important task. If you apply a process and use a variety of

tools, you can design a change plan that people will accept and work hard to implement, leadingto less disruption to your team and organization.

Because change doesn't happen in isolation, you must understand how change works, thenbroaden your thinking, brainstorm potential impacts, and maintain open communication withpeople.

Change management doesn't end as soon as the change is implemented. Make sure that youcontinue to communicate achievements, and ensure that people have the skills needed to do whatthey are being asked to do.

By taking an extensive and proactive approach to your change projects, you'll enjoy greatersuccess, and you'll be able to build on that success for many other change projects in the future.

This is just one of hundreds of skill-building tools and resources on this site. Clickhereformorearticles, subscribe to ourfree newsletter, orbecome a memberfor just US$1.

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Team Managemento Forming, Storming, Norming, Performing: Helping new teams perform

effectivelyo

Belbin's Team Roles: Understanding team roles can improve team performanceo The GROW Model: Coaching team members to improve performanceo Team Effectiveness Assessment: How well do you and your team work together?o Successful Delegation: How, when, whyo Team-Building Exercises: Planning activities that actually worko Avoiding Micromanagement: Helping team members excelon their owno How Good Are Your Motivation Skills?o Herzberg's Motivators and Hygiene Factors: Learn how to motivate your teamo Team Charters: Getting your teams off to a great start

Strategy Toolso SWOT Analysis: Strengths, weaknesses, opportunities and threatso

Using the TOWS Matrix: Developing strategic options from an external-internalanalysiso Porter's Five Forces: Understanding power in a situationo PEST Analysis: Understanding the big pictureo Critical Success Factors (CSFs)o Porter's Generic Strategies: Choosing your route to competitive advantageo The McKinsey 7S Framework: Ensuring all organizational areas work in harmonyo The Boston Matrix: Focusing effort to get the greatest returno The Marketing Mix and 4 Ps: Understanding how to position your market offeringo Supply and Demand Curves: Understanding price and quantity in the marketplaceo Mission Statements and Vision Statements: The power of purpose

Problem Solvingo Problem SolvingStart Here!o Flow Charts: Understanding and communicating how a process workso 5 Whys: Quickly getting to the root of a problemo Cause and Effect Diagrams: Identifying likely causes of problemso Appreciation: Extracting maximum information from factso Affinity Diagrams: Organizing ideas into common themeso Root Cause Analysis: Tracing a problem to its originso The Straw Man Concept: Build it up, knock it down, and create a solid final

solutiono Appreciative Inquiry: Solving problems by looking at what's going righto Systems Diagrams: Understanding how factors affect one another

Decision Makingo Decision MakingStart Here!o Six Thinking Hats: Looking at a decision from all points of viewo Decision Trees: Choosing by projecting "expected outcomes"o Risk Analysis: Evaluating the risks that you faceo Force Field Analysis: Analyzing pressures for and against changeo Pareto Analysis: Choosing which changes to make
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o Grid Analysis: Making a choice balancing many factorso Paired Comparison Analysis: Working out relative importanceso Cost/Benefit Analysis: Evaluating an option quantitativelyo Cash Flow Forecasting: Testing the viability of a project

Project Managemento

Project ManagementStart Here!o Critical Path Analysis and PERT Charts: Planning more complex projectso Gantt Charts: Planning and scheduling more complex projectso Stakeholder Analysis: Winning support for your projectso Stakeholder Management: Planning stakeholder communicationo Influence Maps: Uncovering where the power lies in your projectso Risk Impact/Probability Chart: Learning to prioritize riskso Estimating Time Accurately: A key to project successo Action Plans: Small-scale planningo Kotter's 8-Step Change Model: Implementing change powerfully and successfullyo Lewin's Change Management Model: Understanding the three stages of change

Practical Creativityo Creativity TechniquesStart Here!o Brainstorming: Generating many radical ideaso Reverse Brainstorming: A different approach to brainstormingo Starbursting: Understanding new ideas by brainstorming questionso SCAMPER: Generating new products and serviceso DO IT: A simple process for creativity!o TRIZ: A powerful methodology for creative problem-solvingo The Reframing Matrix: Generating different perspectiveso Attribute Listing: Creating new products and services

Time Managemento Time ManagementStart Here!o Personal Goal Setting: Planning to live your life your wayo How Good Is Your Time Management?o Prioritized To Do Lists: Taking control of your timeo Beating Procrastination: Manage your time. Get it all done.o Locke's Goal Setting Theory: Understanding SMART goal settingo Activity Logs: Finding out how you really spend your timeo Golden Rules of Goal Setting: Five rules to set yourself up for successo Prioritization: Making best use of your time and resourceso Effective Scheduling: Planning to make the best use of your time

Stress Managemento Stress ManagementStart Here!o Building Self-Confidence: Prepare yourself for successo Thought Awareness, Rational Thinking and Positive Thinkingo Burnout Self-Test: Testing yourself for burnouto The Holmes and Rahe Stress Scale: Understanding the impact of long-term stresso Physical Relaxation Techniques: Deep breathing, PMR and the Relaxation

Responseo Job Analysis: Zeroing in on what your job's about
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o Are You a Positive or Negative Thinker? Learn aboutand changehow youthink

o How Self-Confident Are You? Improving self-confidence by building self-efficacy

o Imagery: Mental stress management

Learning Skillso Mind Maps: Taking notes effectivelyo Reading Strategies: Reading quickly by reading intelligentlyo Speed Reading: Learning to read more efficientlyo Learning Styles: Learn in the way that suits youo SQ3R: Fully absorbing written informationo Memory TechniquesStart Here!o Memory Games: Have fun while you improve your memoryo The Link and Story Methods: Remembering a simple listo How to Remember People's Nameso The Number/Rhyme Mnemonic: Remembering ordered lists

Communication Skillso Communication SkillsStart Here!o How Good Are Your Communication Skills?o Conflict Resolution: Resolving conflict rationally and effectivelyo Active Listening: Hear what people are really sayingo Making a Great First Impressiono Writing Skills: Getting your written message across clearlyo Ice Breakers: Easing group contributiono Writing Effective Emails: Making sure your messages get read and acted upono Win-Win Negotiation: Finding a fair compromiseo Better Public Speaking and Presentation

Career Skillso Personal SWOT Analysis: Making the most of your talents and opportunitieso The Wheel of Life: Finding balance in your lifeo Emotional Intelligence: Developing strong "people skills"o Finding Career Direction: Discover yourself and your purposeo Locus of Control: Are you in charge of your destinyo Myers-Briggs Personality Testing: Understanding how we relate to the worldo Managing Your Emotions at Work: Controlling your feelings... before they

control youo Creating Job Satisfaction: Getting the most from your jobo Mentoring: An essential leadership skill (mentoring from a mentor's perspective)

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