Building Blocks of Change

Nice! The point that leadership support being critical is spot on! They are major influencers consciously or unconsciously. If they model the behavior/change desired there is a higher chance others will mirror. Even worse, if leadership doesn’t model, the ripple effect could create unnecessary resistance by employees. The internal dialogue, “If my manager isn’t doing or showing support why should I?”, could undo any or all the positive work a good change program/strategy/plan aims to produce. Bring them in early, give them tools and mechanisms that set them up to be early adopters, key change agents of the change.

Shantell, these are great. It's interesting to me that these steps all happen after a lot of work has been done to determine "what" to change. These building blocks provide a solid, methodical way to approach the next phase of the change process. "How" the carefully crafted changes are rolled out can have a big impact on their ultimate success!

Shantell Ogden, Your work here is extremely useful and enlightening for leaders who are guiding their organization through organizational change. What you have laid out here will help leaders at all levels ensure that they address the concerns and potential roadblocks associated with creating meaningful change. Organizations that want a #companyculture of continuous improvement will be well served by this framework.

A useful and practical checklist for leadership, Shantell Ogden ... too often change management gets only brief attention from the leadership team yet much depends on their support, so well-conceived and efficient frameworks like the are much needed.

it has been some time since I developed a curriculum for Change Agents. There are some principles in the work developed by William Bridges in his book Managing Transition which deals with the need too and the how too for individuals making the emotional transitions during change. When changes hit the workplace, the actual situational shifts are often not as difficult for employees and managers to work through as the psychological components that accompany them. Indeed, organizational transitions affect people; it is always people who have to embrace a new situation and carry out the corresponding change.? The job of managing workplace change can be difficult; managed poorly, the result can be disastrous to the morale and stability of the staff. As veteran business consultant William Bridges explains, successful organizational change takes place when employees have a clear purpose, a plan for, and a part to play in their changing surroundings. During the change process there needs to be a Ending before you can transition to a new beginning. Your model seems to have the steps to support the transition psychologically. Good job!