Team building games and activity tips And here are some tips for more conventional team building activities: Practise the team building exercise yourself first to check that it works, check timings, materials, and to ensure you have all the answers. Anticipation and planning are vital.
After-project review Change Management Process The change management process is the sequence of steps or activities that a change management team or project leader follow to apply change management to a change in order to drive individual transitions and ensure the project meets its intended outcomes.
The below elements have been identified from research as key elements of a successful change management process. Here are the nine elements of a successful change management process: Readiness assessments can include organizational assessments, culture and history assessments, employee assessments, sponsor assessments and change assessments.
Each tool provides the project team with insights into the challenges and opportunities they may face during the change process.
Assess the Scope of the Change: How big is this change? How many people are affected? Is it a gradual or radical change? Assess the Readiness of the Organization Impacted by the Change: What is the value-system and background of the impacted groups?
How much change is already going on? What type of resistance can be expected? You will also need to assess the strengths of your change management team and change sponsors, then take the first steps to enable them to effectively lead the change process.
Communication and Communication Planing Many managers assume that if they communicate clearly with their employees, their job is done. However, there are many reasons why employees may not hear or understand what their managers are saying the first time around. In fact, you may have heard that messages need to be repeated five to seven times before they are cemented into the minds of employees.
Three Components of Effective Communication Effective communicators carefully consider three components: Therefore, initial communications are typically designed to create awareness around the business reasons for change and the risk of not changing.
Likewise, at each step in the process, communications should be designed to share the right messages at the right time.
Communication planning, therefore, begins with a careful analysis of the audiences, key messages and the timing for those messages. The change management team or project leaders must design a communication plan that addresses the needs of frontline employees, supervisors and executives.
Each audience has particular needs for information based on their role in the implementation of the change.
Sponsor Activities and Sponsor Roadmaps Business leaders and executives play a critical sponsor role in times of change. The change management team must develop a plan for sponsor activities and help key business leaders carry out these plans.
Research shows that sponsorship is the most important success factor. Avoid Confusing the Notion of Sponsorship with Support The CEO of the company may support your project, but that is not the same as sponsoring your initiative.
Sponsorship involves active and visible participation by senior business leaders throughout the process, building a coalition of support among other leaders and communicating directly with employees. Unfortunately, many executives do not know what this sponsorship looks like. Unfortunately, managers can be the most difficult group to convince of the need for change and can be a source of resistance.
It is vital for the change management team and executive sponsors to gain the support of managers and supervisors.
Individual change management activities should be used to help these managers through the change process. Once managers and supervisors are on board, the change management team must prepare a strategy to equip managers to successfully coach their employees through the change.
They will need to provide training and guidance for managers, including how to use individual change management tools with their employees. Training Development and Delivery Training is the cornerstone for building knowledge about the change and the required skills to succeed in the future state.
Ensuring impacted people receive the training they need at the right time is a primary role of change management. This means training should only be delivered after steps have been taken to ensure impacted employees have the awareness of the need for change and desire to support the change.Change Management Workshop 管理變革與創新.
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