Nyman NCOA – Change Management

(Change Management) Cognitive Flexibility
incorporate different thinking strategies and mental frameworks into planning, decision making, and day to day activities
(Change Management) Emotional Flexibility
ability to change our approach to deal with our own emotions and the emotions of others
(Change Management) Dispositional Flexibility
operate from a place of optimism grounded in realism and openness, see change as an opportunity rather than a threat
(Change Management) Change Sponsor
initiate change through power
(Change Management) Change Agent
responsible for implementing the change
(Change Management) Change Targets
key players and stakeholders who actually undergo the change
(Change Management) Jansen’s Model of Change
Comfort-Denial-Confusion-Renewal-Comfort
(Change Management) Comfort
Stage of Jansen’s Model that describes when a situation is routine; return to routine after Renewal Stage is reached
(Change Management) Denial
Stage of Jansen’s Model that describes the resistance to change; don’t want to deal with the new
(Change Management) Confusion
Stage of Jansen’s Model that describes the acceptance of change as they grapple for ways to proceed
(Change Management) Renewal
Stage of Jansen’s Model where change is fully accepted
(Change Management) 3 Elements of Adaptability
Cognitive, Emotional and Dispositional Flexibility; must display at least two elements for effective adaptability
(Change Management) Levels of Change
Knowledge, Attitude, Individual Behavior, Group Behavior
(Change Management) Knowledge Level of Change
Results from reading/hearing something new, easiest to change
(Change Management) Attitude Level of Change
Emotionally charges, harder to change, agressing with the change
(Change Management) Individual Behavior Level of Change
difficult and time-consuming, put knowledge and attitude into practice, may involve changing habits
(Change Management) Group Behavior Level of Change
hardest to change, change traditions of a whole group
(Change Management) Innovators
individuals whose reaction to change immediately embrace new ideas
(Change Management) Early Adopters
Individuals who are popular, educated and able to see a competitive advantage to adopting the change early
(Change Management) Early majority
represent mainstream thinking; calculated willingness to adopt innovations
(Change Management) Late Majority
hampered by feelings of insecurity and skepticism; looking for guarantees before getting involved
(Change Management) Laggards
less educated and uninformed; close-minded; no desire for new ideas or personal success
(Change Management) Directive Change Cycle
change imposed on group or organization by an external force such as commander or supervisor; group is forced to comply
(Change Management) Participative Change Cycle
new knowledge made available to an individual or group, positive attitude about the change, individual or group behavior changes
(Change Management) Change Process
Unfreezing, Changing, Refreezing
(Change Management) Unfreezing
Phase 1 of Changing Process; create a felt for the change
(Change Management) Changing
Phase 2 of Changing Process; actual modification of technology, tasks, structure, or people
(Change Management) Refreezing
Phase 3 of Changing Process; burn the bridges, provide a steady stream of evidence that change is successful