TOPIC = Feedback and further planning for group projects
Identify the nature and significance of various impediments to organizational change (e.g. organization inertia, resistance to change).
Explain organizational change processes from multiple role perspectives.
Demonstrate how to integrate specialist business skills into an overall organizational change program.
Demonstrate leadership in class discussion and small group assignments.
Identify the ethnocentric values contained in the Canadian approach to Change Management.
Analyze and understand the forces for change
Required computer hardware and software
Using the Whiteboard in MS Teams, draw one thing that is making you happy today
Firstly, please know that you all did a great job of doing the first four steps in Nudge Theory in your reports. This coaching happens now because we take what you've done, and then incorporate in all we've covered this semester. Your reports show extensive organizational and market research, i.e. internal and external gap analysis. Great work!
Key takeaway = Change management is problem solving
The circular way of working -- The report to the pitch and back again How do you build a pitch deck to get buy-in?
Which model or models has your group chosen to use? Most reports were missing this element, so let's recap the semester: - Kotter's 8 steps - Lewin's (unfreeze, change, refreeze) - Tuckman's (forming, storming, norming, performing) - Boss vs. Leader approach - Nadler-Tushman - Kubler-Ross - Nudge Theory (my favourite and the one to be found the most effective, so far)
What about the Analytical tools that will help get your message across? 1. Organizational culture -- simpler version 2. DeGraff's Competing values 3. PESTLE 4. GAP analysis 5. Cause/Effect or Fishbone 6. Scenario analysis 7. Cluster diagram 8. FMEA 9. TITE Matrix
Change management always includes metrics, which can be captured in a simple or more complex way of doing KPIs. Have you used the 3-column message house before?
What about your Communication Plan? How can you summarize it into an appendix, too? And tie it into your pitch?
Finally, change management always requires project management planning tools. Your group can choose whichever one you prefer, here are the three I recommend: 1. Project Management Institute (PMI) 2. ADKAR 3. Design THining + Lean Startup + Agile
This is the take-home final exam for this course
Self-reflection is a key component for all change managers. Without self-awareness of how challenging the change process can be, one will struggle to coach others to change too.
The structure of all papers
How to incorporate your 5 self-reflection memos from the semester into crafting your first draft
Generating further reflections using the Head Heart Hand concept model.
Then, reflecting on your emotional journey using the Kubler-Ross Change Curve model: 1. Shock 2. Denial 3. Anger 4. Fear 5. Acceptance 5. Commitment
Can also include analysis of your reflections using the 8-step model from Kotter, Nudge Theory, or the Comfort to Growth Zone.
Tying your Conclusion back to your thesis and wrapping up the whole paper
Reward Structures for Those Working on Change Source: Pio, E. (2011). Kiwi Kiwi. In Marques, J., Dhiman, S. & Biberman, J. Stories to tell your students: Transforming toward organizational growth. Palgrave. pg. 125-126.
Discussion & Reflection = How do organizations reward people who volunteer for difficult tasks?
Three Open-Ended Questions from the book 1. What gives us the courage to volunteer for difficult tasks? 2. How do we assess the cost-benefit of volunteer work? 3. How do organizations reward people who volunteer for difficult tasks? Go to kahoot.it
As needed, review all the content from this course
Final version of report due later in the week
Presentation slide -- these is your key takeaways for your Pitch
Group presentation recorded and submitted to Kaltura in eLearn for both showcasing and marking