O slideshow foi denunciado.
Utilizamos seu perfil e dados de atividades no LinkedIn para personalizar e exibir anúncios mais relevantes. Altere suas preferências de anúncios quando desejar.

Plan For Change Acceptance Curve

5.839 visualizações

Publicada em

How to plan for change in any organization. How to handle organizational change for managers.

  • Entre para ver os comentários

Plan For Change Acceptance Curve

  1. 1. How To Plan For Change In Better Organizations <ul><li>The following is a flow chart plan for any kind of change and </li></ul><ul><li>acceptance. </li></ul><ul><li>This is not only based on my own experience having managed </li></ul><ul><li>and supervised staff for over 20 years, yet it is independent </li></ul><ul><li>research conducted by Universities around the world in over 50 </li></ul><ul><li>major organizations. Study the steps carefully and you will </li></ul><ul><li>understand where communication breakdowns and </li></ul><ul><li>misunderstanding occur. </li></ul><ul><li>Doug Gordon, CRE </li></ul>
  2. 2. The Change Acceptance Curve <ul><li>Individuals experience four key phases that lead to change ownership: </li></ul><ul><li>Awareness, Understanding, Buy-In, and Ownership. </li></ul><ul><li>The goal of the Change Plan is to move people UP the Change Curve as quickly as possible by using interventions to mitigate the negative responses. </li></ul>OWNERSHIP Time Change Acceptance Curve Support Individual Gives to Change <ul><li>Complete internal endorsement of the change </li></ul><ul><li>Full commitment to make the change work. </li></ul><ul><li>An internal positive view of the change. </li></ul><ul><li>Signs of acceptance for the change. </li></ul><ul><li>A willingness to continue the change process. </li></ul><ul><li>Basic comprehension of the scope, depth, and impact of the change. </li></ul><ul><li>A state that enables judgments on how the change will affect the organization and employees. </li></ul><ul><li>Knowledge of the change strategy, but unclear of the scope, depth, and full impact. </li></ul><ul><li>Realization that change will occur, but not sure how. </li></ul>AWARENESS UNDERSTANDING BUY-IN Confusion Negative Perception Decision not to implement Change aborted after brief / extensive implementation Negative response that need to be managed to sustain the change

×