微信客服：xiaoxionga100
微信客服：ITCS521
CLASS2-无代写
时间：2023-07-21
Summer 2023
CLASS 2
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Our Journey Through This Class
2
• Overview of Organizational
Change Management
• Understanding the Different
types of Change in an
organization
A
B
• Understanding and articulating
the drivers of Change
• The Importance of Leadership
in Managing Change; Creating
a coalition for driving the
change
• Understanding how a Change
will impact Stakeholders
• Developing a Change Strategy
to enable adoption
• Implementing the Change Part 1
• Implementing the Change Part 2
• Hypercare for Change
• Measuring the success of the
Change
• Supporting organizations in
evolving their Change maturity
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Key Concepts for Lesson 2
3
1. What are some of the different types of change in an organization
2. How can we evaluate the type of change support required based on the type of
change being proposed
3. What are some key activities associated with different types of change
4. Why understanding the type of change being employed is important to your change
approach
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Recap of Last Week
4
1. What is Change Management
- Change Management is the act of preparing and supporting individuals, teams, and organizations in making
organizational change
2. Why is Change Management Important to Organizations
- Organizations are compromised of humans and require support and clarity in order to optimally adopt changes
(particularly those they are not involved in prescribing)
- Without Change Management a significant portion of the value you hope to acquire from
changes can go unrecognized, and your change efforts are not likely to succeed
3. What are key Change Management Approaches
- We discussed a number – ADKAR (personal change), Lewin’s (freeze, unfreeze), 6 steps, and 8
steps of change (Heart of change)
4. The impacts of poorly managed change
- Plentyy including Staff turnover, Client loss, Financial loss, and loss of competitiveness
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Your Questions or Comments So Far?
5
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Survey Results and Implications for Our Class
6
Thank you for
the feedback!
30 Reponses in
Total
• Majority of respondents had no
prior experience in change
management (47%)
• 40% of individuals had small or
supporting roles in prior change
efforts
• 13% had significant experience
in managing change
I get lost when there is too much theory,
especially if it is something I have already
read in business communications or
organizational behavior courses. I believe the
content in this course would coincide with
some of the previous courses, so it would be
helpful if we don't go through that theory
again and focus more on application.
Students seemed
responsive to
answering questions.
This made the class
more engaging.
Lots of great feedback on
the 1st class and
commentary for what
you’d like to see more of
What you hope to gain from this course
•Influence change
•Implement change
•Understand effective techniques
•Mitigate risks of change
•Understand real-world
applications of change support
•Identify when change is needed
•Learn how to provide strategic
support for change activities
•General understanding of change
management
•Leadership skills
What you hope to do upon graduating
•Management consulting
•Healthcare Leadership
•Equity research
•Investor Services
•Consulting
•Project management
•Product Mngt
•Pharma Sales
•Project Management
•Open own business
•Higher Education
•Finance
•Supply Chain
•Market Research
What worked well in our first class
•Engagement and open discussions
•High level of interaction and class discussions
•Real-life examples and engagement with peers
•Fun, good dialogue and clear slides
•In class questions/activities related to synthesizing
•readings
•Engaging content and delivery
What could be improved in our lectures moving forward
•More focus on real world application and less theory x6
•More focus on theory and less class discussion x2
•More frequent breaks because room is too stuffy
•More discussion on application of topics to non consulting examples
•More opportunities to interact with classmates – breakout groups
•No suggestion now or N/A x10
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Group Project Overview
7
Each team is required to submit a one-page outline that identifies the change being analyzed, the
organization under study, and a description of how you plan to conduct your analysis. This outline must be
submitted as a Word document at the start of Class 5.
Change Being Analyzed
• What is changing and for what reason
• What are the drivers of the change
• What type of change is it (technological change, culture change, mindset change, behavior change)
The Organization Under Study
• Name of organization
• Number of employees
• Years in Business
• Industry
Description of how you plan to conduct your analysis
• Where will you source your information from
• How will you account for missing context or information
Please include the names of everyone in your group to me through Email (one
person to send the email with everyone else Cc’d) by next class. If you don’t
have a group please send me an individual email by next class.
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Your Questions or Comments So Far?
8
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Break
9
5 min
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
10
Overview of Different Types
of Change
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Types of Change 1/4
11
Transactional (low) change can be addressed through training. Operational (medium) and Transformational (high)
impacts requires leaders to drive process and organization change.
Substantial change effort, including:
• Defining Multi-Year Journey
• Organization Alignment on Vision / Objectives
• Talent Strategy (up-skilling, placement)
• All-level Leadership Engagement
• Process and Organization Re-Design
• Training
• Internal & External Communication
Medium change effort, focused on:
• Mid-Level leader engagement
• Process design & re-alignment
• Talent Strategy (upskilling, re-skilling)
• New mindsets, ways of working
• Training / knowledge transfer
• Internal Communication
Medium change effort, focused on:
• Leadership Engagement
• Organization Alignment on Vision / Objectives
• Training
• Internal & External Communication
Low change effort, focused on:
• Knowledge transfer / training
• Communication
TRANSFORMATIONALOPERATIONAL
TRANSACTIONAL OPERATIONAL
Breadth: Degree of scale and functional impact; culture shift
Depth: Degree of change impact to role, processes, strategies or tools
D
e
p
th
High change
High change
Breadth
Copyright © 2017 Accenture All rights reserved. Accenture Confidential
*CBRE model for assessing change projects
One way in which change can be viewed in the type of Change Effort that may be required.
The model below help you identify the level of effort required for different types of change.
What’s an example of
Transactional change?
What about
Transformational?
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Types of Change 2/4
12
Another way change can be viewed in the type of organizational change that may be
required. The model below help you identify the type of change the an organization may
require. It is an older model but appropriate to lean on for reference purposes
Re-creation is a strategic
change brought about
by external events.
Tuning is an
incremental change
that anticipates a
future change
Adaptation is an
incremental change
that responds to
external events.
Reorientation is a
strategic change made
when leaders determine
that the current
paradigm will no longer
be effective in the future
Source: https://rhrempel.wordpress.com/2017/06/15/change-management-framework/
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Types of Change 3/4
13
The third way a change can be viewed, is the type of behavior's that require shifting as a result
of the change. This is the type of framework I personally use when considering the practical
changes I am asked to support.
Mindset Culture
Process Technology
Types of Change
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Types of Change 3/4
14
1. Mindset Change: Changes to beliefs, expectations, assumptions and how
people think about a change
Common Activities Outputs
➢ Define compelling reason for why
change, why now
➢ Perform Current State vs. Future state
mindset gap analysis
➢ Conduct Capabilities Assessment – can
employees do what they need to do to
be successful
➢Work closely with Talent/HR Business
Partner to determine reinforcement
plans & mechanisms
Strategy Execution
Change Management/Communications/Training
Planning
Stakeholder/Change/Impact Analysis
✓ Compelling reason/need for change
✓ Cementing of new mindsets
(campaigns, workshops, mentorship
programs, etc…)
✓ Future State roadmap
✓ Capabilities assessment
✓ Engagement with Talent/HR Business
Partner
✓ Reinforcement Plan (strategies for
mindset shift, penalization for lack of
mindset shift, defined impacts to
business)
B
u
sin
ess O
u
tco
m
es
What is an example of
a type of Mindset shift?
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Types of Change 3/4
15
2. Culture Change: Changes to the principles, expectations, norms, working habits
and customs of an organization
Common Activities Outputs
Strategy Execution
Change Management/Communications/Training
Planning
Stakeholder/Change/Impact Analysis
B
u
sin
ess O
u
tco
m
es
➢ Conduct Culture Assessment
➢ Remediation planning for resistance to
changes
➢ Mapping key/strategic resources with
strong change champions; identification
of formal & informal leaders to champion
the change
➢ Identify ‘Quick Wins’ for integration
➢ Understanding of stakeholder allocation
– defined roles, responsibilities
➢ Solidified approach for achieving future
state and impact on behavior/mindset
shifts required (Support structures,
employee resources, etc…)
✓ Culture Assessment
✓ Change Agent/Champion network
✓ Remediation plan for addressing
resistance
✓ Agreed upon ‘quick wins’ to support
integration
✓ Mapping of roles and responsibilities
✓ Future state support structures &
employee resources in place (i.e. Org.,
Employee Intranet, FAQs, etc…)
What is an example of a type of
Culture Change? What organization(s)
come to mind?
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Types of Change 3/4
16
3. Process Change: Changes to processes, tasks, roles and other ways of working
that require shifts in behavior
Common Activities Outputs
Strategy Execution
Change Management/Communications/Training
Planning
Stakeholder/Change/Impact Analysis
B
u
sin
ess O
u
tco
m
es
➢ Solidify business case for shifting to new
behavior(s)
➢ Define transition plan to future state
behaviors
➢ Identify key behavior shifts required by
role & group – current to future
➢ Develop a behavior ‘encyclopedia’ with
prescriptive recommendations for future
behaviors
➢ Identification of formal & informal leaders
to role model desired behavior changes
➢ Work closely with Talent/HR Business
Partner to determine reinforcement plans &
mechanisms
✓ Compelling reason/need for change
✓ Future state transition plan – required
behaviors
✓ Behavior ‘encyclopedia’
✓ Targeted training plan aligned to
achieve future state behaviors
✓ Formal & informal leaders role modeling
behavioral changes
✓ Reinforcement Plan (strategies for
behavioral shift, defined impacts to
business)
What is an example of a process
change? Give a real world example
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Types of Change 3/4
17
4. Technology Change: Changes to technology infrastructure, systems,
automations and tools
Common Activities Outputs
Strategy Execution
Change Management/Communications/Training
Planning
Stakeholder/Change/Impact Analysis
B
u
sin
ess O
u
tco
m
es
➢ Define the value that the technology will
bring about for users
➢ Conduct current state process review
➢ Map new processes, roles, responsibilities
➢ Conduct Capabilities Assessment – can
employees do what they need to do to be
successful
➢ Work closely with the Business to
determine adoption strategies (i.e.
mandated usage, sun setting old
technologies, etc…)
✓ Compelling reason for users to adapt
new technology
✓ Process review assessment
✓ Mapping of new processes, roles,
responsibilities
✓ Targeted training plan aligned to future
processes, roles, responsibilities
✓ Future state support structures &
employee resources in place (i.e.
Support Desk, FAQs, etc…)
What is an example of a technology change?
Think of something in your own like
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Types of Change 4/4
18
The final way a change can be viewed, is the speed with which the change needs to be
adopted
Choosing Strategies for Change
by John P. Kotter and Leonard A. Schlesinger
What type of workplace change would be fast? What
would an example of a slower type of change?
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Your Questions or Comments So Far?
19
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Break
20
10 min
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Your Turn – Group Breakout
21
1. For Culture Change at California Resource Corporation
- Based on Kotter’s article (reading 3 for this week) what sort of change approach should
Alana Sotiri be pursuing?
- What resistance is she likely to encounter (if any)
2. For Implementing Fortis Operating System
- How should Daljit plan to rollout Wave 2 and Wave 3 to ensure continued success? What
sort of change strategy should be pursued?
- What resistance is he likely to encounter (if any)
10 – 15 min
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Culture Change at California Resource Corporation
22
1. Based on Kotter’s article (reading 3 for this week) what sort of change approach should Alana
Sotiri be pursuing?
2. What resistance is she likely to encounter (if any)
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Implementing Fortis Operating System
23
1. How should Daljit plan to rollout Wave 2 and Wave 3 to ensure continued success? What sort
of change strategy should be pursued?
2. What resistance is he likely to encounter (if any)
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Break
24
5 min
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Let’s Apply the Learning
25
Scenario
Your have just started a new role in an organization and your boss ask you to support the
implementation of a new HR management system. The system will impact different
stakeholders at varying degrees but will ultimately touch everyone in the organization.
The system is completely different way of functioning then what is currently being used to
track HR activities.
The change will also involve introducing a new performance management approach
(previously performance was not tracked formally) and will require upskilling of the
current Management team that tends to just offload staff issues to the HR team.
• What type of change is this (think about the 4 models we already discussed)?
• What would be your preliminary recommendation to your boss for how this change can be
approached?
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
26
Let’s Apply the Learning
Scenario
You are working in the hospital and administration would like to introduce a new
engagement approach for pediatric ICU patients. They are worried that current
communication protocols between day and night shifts are leading to parents who are
confused about care.
They would like to introduce shift ‘roundtables’ which include parents to ensure everyone
is on the same page during shift changes.
As a physician on the floor you have been asked to support implementation of this
change.
• What type of change is this (think about the 4 models we already discussed)?
• What would be your preliminary recommendation for how this change can be
approached?
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
27
Is there a ‘one size fits all’ approach to change?
NO!
The answer is ... It depends
It depends on:
• The type of change being sought
• The degree of impact from the change
• The breadth of the change
• The speed with which the change needs to be implemented
• The level of support the will be provided for the change
• The degree of resistance that is expected from the change
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
REMEMBER - Group Project Team Selection
28
• PLEASE send me the name of your team members by next class (one person
to send the email with everyone else Cc’d)
• If you don’t have a group please send me an individual email by next class.
Have a great week!
CLASS 2
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Our Journey Through This Class
2
• Overview of Organizational
Change Management
• Understanding the Different
types of Change in an
organization
A
B
• Understanding and articulating
the drivers of Change
• The Importance of Leadership
in Managing Change; Creating
a coalition for driving the
change
• Understanding how a Change
will impact Stakeholders
• Developing a Change Strategy
to enable adoption
• Implementing the Change Part 1
• Implementing the Change Part 2
• Hypercare for Change
• Measuring the success of the
Change
• Supporting organizations in
evolving their Change maturity
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Key Concepts for Lesson 2
3
1. What are some of the different types of change in an organization
2. How can we evaluate the type of change support required based on the type of
change being proposed
3. What are some key activities associated with different types of change
4. Why understanding the type of change being employed is important to your change
approach
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Recap of Last Week
4
1. What is Change Management
- Change Management is the act of preparing and supporting individuals, teams, and organizations in making
organizational change
2. Why is Change Management Important to Organizations
- Organizations are compromised of humans and require support and clarity in order to optimally adopt changes
(particularly those they are not involved in prescribing)
- Without Change Management a significant portion of the value you hope to acquire from
changes can go unrecognized, and your change efforts are not likely to succeed
3. What are key Change Management Approaches
- We discussed a number – ADKAR (personal change), Lewin’s (freeze, unfreeze), 6 steps, and 8
steps of change (Heart of change)
4. The impacts of poorly managed change
- Plentyy including Staff turnover, Client loss, Financial loss, and loss of competitiveness
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Your Questions or Comments So Far?
5
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Survey Results and Implications for Our Class
6
Thank you for
the feedback!
30 Reponses in
Total
• Majority of respondents had no
prior experience in change
management (47%)
• 40% of individuals had small or
supporting roles in prior change
efforts
• 13% had significant experience
in managing change
I get lost when there is too much theory,
especially if it is something I have already
read in business communications or
organizational behavior courses. I believe the
content in this course would coincide with
some of the previous courses, so it would be
helpful if we don't go through that theory
again and focus more on application.
Students seemed
responsive to
answering questions.
This made the class
more engaging.
Lots of great feedback on
the 1st class and
commentary for what
you’d like to see more of
What you hope to gain from this course
•Influence change
•Implement change
•Understand effective techniques
•Mitigate risks of change
•Understand real-world
applications of change support
•Identify when change is needed
•Learn how to provide strategic
support for change activities
•General understanding of change
management
•Leadership skills
What you hope to do upon graduating
•Management consulting
•Healthcare Leadership
•Equity research
•Investor Services
•Consulting
•Project management
•Product Mngt
•Pharma Sales
•Project Management
•Open own business
•Higher Education
•Finance
•Supply Chain
•Market Research
What worked well in our first class
•Engagement and open discussions
•High level of interaction and class discussions
•Real-life examples and engagement with peers
•Fun, good dialogue and clear slides
•In class questions/activities related to synthesizing
•readings
•Engaging content and delivery
What could be improved in our lectures moving forward
•More focus on real world application and less theory x6
•More focus on theory and less class discussion x2
•More frequent breaks because room is too stuffy
•More discussion on application of topics to non consulting examples
•More opportunities to interact with classmates – breakout groups
•No suggestion now or N/A x10
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Group Project Overview
7
Each team is required to submit a one-page outline that identifies the change being analyzed, the
organization under study, and a description of how you plan to conduct your analysis. This outline must be
submitted as a Word document at the start of Class 5.
Change Being Analyzed
• What is changing and for what reason
• What are the drivers of the change
• What type of change is it (technological change, culture change, mindset change, behavior change)
The Organization Under Study
• Name of organization
• Number of employees
• Years in Business
• Industry
Description of how you plan to conduct your analysis
• Where will you source your information from
• How will you account for missing context or information
Please include the names of everyone in your group to me through Email (one
person to send the email with everyone else Cc’d) by next class. If you don’t
have a group please send me an individual email by next class.
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Your Questions or Comments So Far?
8
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Break
9
5 min
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
10
Overview of Different Types
of Change
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Types of Change 1/4
11
Transactional (low) change can be addressed through training. Operational (medium) and Transformational (high)
impacts requires leaders to drive process and organization change.
Substantial change effort, including:
• Defining Multi-Year Journey
• Organization Alignment on Vision / Objectives
• Talent Strategy (up-skilling, placement)
• All-level Leadership Engagement
• Process and Organization Re-Design
• Training
• Internal & External Communication
Medium change effort, focused on:
• Mid-Level leader engagement
• Process design & re-alignment
• Talent Strategy (upskilling, re-skilling)
• New mindsets, ways of working
• Training / knowledge transfer
• Internal Communication
Medium change effort, focused on:
• Leadership Engagement
• Organization Alignment on Vision / Objectives
• Training
• Internal & External Communication
Low change effort, focused on:
• Knowledge transfer / training
• Communication
TRANSFORMATIONALOPERATIONAL
TRANSACTIONAL OPERATIONAL
Breadth: Degree of scale and functional impact; culture shift
Depth: Degree of change impact to role, processes, strategies or tools
D
e
p
th
High change
High change
Breadth
Copyright © 2017 Accenture All rights reserved. Accenture Confidential
*CBRE model for assessing change projects
One way in which change can be viewed in the type of Change Effort that may be required.
The model below help you identify the level of effort required for different types of change.
What’s an example of
Transactional change?
What about
Transformational?
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Types of Change 2/4
12
Another way change can be viewed in the type of organizational change that may be
required. The model below help you identify the type of change the an organization may
require. It is an older model but appropriate to lean on for reference purposes
Re-creation is a strategic
change brought about
by external events.
Tuning is an
incremental change
that anticipates a
future change
Adaptation is an
incremental change
that responds to
external events.
Reorientation is a
strategic change made
when leaders determine
that the current
paradigm will no longer
be effective in the future
Source: https://rhrempel.wordpress.com/2017/06/15/change-management-framework/
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Types of Change 3/4
13
The third way a change can be viewed, is the type of behavior's that require shifting as a result
of the change. This is the type of framework I personally use when considering the practical
changes I am asked to support.
Mindset Culture
Process Technology
Types of Change
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Types of Change 3/4
14
1. Mindset Change: Changes to beliefs, expectations, assumptions and how
people think about a change
Common Activities Outputs
➢ Define compelling reason for why
change, why now
➢ Perform Current State vs. Future state
mindset gap analysis
➢ Conduct Capabilities Assessment – can
employees do what they need to do to
be successful
➢Work closely with Talent/HR Business
Partner to determine reinforcement
plans & mechanisms
Strategy Execution
Change Management/Communications/Training
Planning
Stakeholder/Change/Impact Analysis
✓ Compelling reason/need for change
✓ Cementing of new mindsets
(campaigns, workshops, mentorship
programs, etc…)
✓ Future State roadmap
✓ Capabilities assessment
✓ Engagement with Talent/HR Business
Partner
✓ Reinforcement Plan (strategies for
mindset shift, penalization for lack of
mindset shift, defined impacts to
business)
B
u
sin
ess O
u
tco
m
es
What is an example of
a type of Mindset shift?
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Types of Change 3/4
15
2. Culture Change: Changes to the principles, expectations, norms, working habits
and customs of an organization
Common Activities Outputs
Strategy Execution
Change Management/Communications/Training
Planning
Stakeholder/Change/Impact Analysis
B
u
sin
ess O
u
tco
m
es
➢ Conduct Culture Assessment
➢ Remediation planning for resistance to
changes
➢ Mapping key/strategic resources with
strong change champions; identification
of formal & informal leaders to champion
the change
➢ Identify ‘Quick Wins’ for integration
➢ Understanding of stakeholder allocation
– defined roles, responsibilities
➢ Solidified approach for achieving future
state and impact on behavior/mindset
shifts required (Support structures,
employee resources, etc…)
✓ Culture Assessment
✓ Change Agent/Champion network
✓ Remediation plan for addressing
resistance
✓ Agreed upon ‘quick wins’ to support
integration
✓ Mapping of roles and responsibilities
✓ Future state support structures &
employee resources in place (i.e. Org.,
Employee Intranet, FAQs, etc…)
What is an example of a type of
Culture Change? What organization(s)
come to mind?
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Types of Change 3/4
16
3. Process Change: Changes to processes, tasks, roles and other ways of working
that require shifts in behavior
Common Activities Outputs
Strategy Execution
Change Management/Communications/Training
Planning
Stakeholder/Change/Impact Analysis
B
u
sin
ess O
u
tco
m
es
➢ Solidify business case for shifting to new
behavior(s)
➢ Define transition plan to future state
behaviors
➢ Identify key behavior shifts required by
role & group – current to future
➢ Develop a behavior ‘encyclopedia’ with
prescriptive recommendations for future
behaviors
➢ Identification of formal & informal leaders
to role model desired behavior changes
➢ Work closely with Talent/HR Business
Partner to determine reinforcement plans &
mechanisms
✓ Compelling reason/need for change
✓ Future state transition plan – required
behaviors
✓ Behavior ‘encyclopedia’
✓ Targeted training plan aligned to
achieve future state behaviors
✓ Formal & informal leaders role modeling
behavioral changes
✓ Reinforcement Plan (strategies for
behavioral shift, defined impacts to
business)
What is an example of a process
change? Give a real world example
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Types of Change 3/4
17
4. Technology Change: Changes to technology infrastructure, systems,
automations and tools
Common Activities Outputs
Strategy Execution
Change Management/Communications/Training
Planning
Stakeholder/Change/Impact Analysis
B
u
sin
ess O
u
tco
m
es
➢ Define the value that the technology will
bring about for users
➢ Conduct current state process review
➢ Map new processes, roles, responsibilities
➢ Conduct Capabilities Assessment – can
employees do what they need to do to be
successful
➢ Work closely with the Business to
determine adoption strategies (i.e.
mandated usage, sun setting old
technologies, etc…)
✓ Compelling reason for users to adapt
new technology
✓ Process review assessment
✓ Mapping of new processes, roles,
responsibilities
✓ Targeted training plan aligned to future
processes, roles, responsibilities
✓ Future state support structures &
employee resources in place (i.e.
Support Desk, FAQs, etc…)
What is an example of a technology change?
Think of something in your own like
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Types of Change 4/4
18
The final way a change can be viewed, is the speed with which the change needs to be
adopted
Choosing Strategies for Change
by John P. Kotter and Leonard A. Schlesinger
What type of workplace change would be fast? What
would an example of a slower type of change?
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Your Questions or Comments So Far?
19
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Break
20
10 min
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Your Turn – Group Breakout
21
1. For Culture Change at California Resource Corporation
- Based on Kotter’s article (reading 3 for this week) what sort of change approach should
Alana Sotiri be pursuing?
- What resistance is she likely to encounter (if any)
2. For Implementing Fortis Operating System
- How should Daljit plan to rollout Wave 2 and Wave 3 to ensure continued success? What
sort of change strategy should be pursued?
- What resistance is he likely to encounter (if any)
10 – 15 min
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Culture Change at California Resource Corporation
22
1. Based on Kotter’s article (reading 3 for this week) what sort of change approach should Alana
Sotiri be pursuing?
2. What resistance is she likely to encounter (if any)
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Implementing Fortis Operating System
23
1. How should Daljit plan to rollout Wave 2 and Wave 3 to ensure continued success? What sort
of change strategy should be pursued?
2. What resistance is he likely to encounter (if any)
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Break
24
5 min
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
Let’s Apply the Learning
25
Scenario
Your have just started a new role in an organization and your boss ask you to support the
implementation of a new HR management system. The system will impact different
stakeholders at varying degrees but will ultimately touch everyone in the organization.
The system is completely different way of functioning then what is currently being used to
track HR activities.
The change will also involve introducing a new performance management approach
(previously performance was not tracked formally) and will require upskilling of the
current Management team that tends to just offload staff issues to the HR team.
• What type of change is this (think about the 4 models we already discussed)?
• What would be your preliminary recommendation to your boss for how this change can be
approached?
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
26
Let’s Apply the Learning
Scenario
You are working in the hospital and administration would like to introduce a new
engagement approach for pediatric ICU patients. They are worried that current
communication protocols between day and night shifts are leading to parents who are
confused about care.
They would like to introduce shift ‘roundtables’ which include parents to ensure everyone
is on the same page during shift changes.
As a physician on the floor you have been asked to support implementation of this
change.
• What type of change is this (think about the 4 models we already discussed)?
• What would be your preliminary recommendation for how this change can be
approached?
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
27
Is there a ‘one size fits all’ approach to change?
NO!
The answer is ... It depends
It depends on:
• The type of change being sought
• The degree of impact from the change
• The breadth of the change
• The speed with which the change needs to be implemented
• The level of support the will be provided for the change
• The degree of resistance that is expected from the change
Managing Change ORG6350 | Summer 2023| Instructor: Rozita Moazemi
Rozita Moazemi Copyright
REMEMBER - Group Project Team Selection
28
• PLEASE send me the name of your team members by next class (one person
to send the email with everyone else Cc’d)
• If you don’t have a group please send me an individual email by next class.
Have a great week!
