Apply Change Management Principles to Gunfire at Sea Case Study... Terminal Learning Objective• Task: Apply Change Management Principles to Gunfire at Sea Case Study • Condition: You a
Trang 1Apply Change Management
Principles to Gunfire at Sea Case Study
Trang 2Expect & Anticipate Resistance
A good idea is not always enough to overcome resistance
to change .
Trang 3Terminal Learning Objective
• Task: Apply Change Management Principles to Gunfire
at Sea Case Study
• Condition: You are training to become an ACE with
access to ICAM course handouts, readings, and
spreadsheet tools and awareness of Operational
Environment (OE)/Contemporary Operational
Environment (COE) variables and actors
• Standard: with at least 80% accuracy
• Identify components of change and needs analysis from real world scenario.
• Identify steps to overcoming resistance to change in a real
world scenario.
Trang 4The case outlines the problems Mr Sims faced selling
a breakthrough technology to Senior Leadership
That technology now provides a competitive
advantage in the battle field
Trang 5Change and Needs Analysis
Diagnosis and
needs analysis
Ask
• What are the forces for change?
• What are the forces preserving the status quo?
• What are the most likely sources of resistance?
• What are the goals to be accomplished by change?
Intervention
Follow-up
Trang 6Gunfire at Sea: A Case Study of
Innovation Setting the Stage
Q: If you were Sims what would you do now?
Trang 7Gunfire at Sea: A Case Study of
Innovation Setting the Stage
Q: If you were Sims what would you do now?
A Report, document, develop support of what
he is doing, assess what needs to happen, identify whom to talk to in order to get needed leadership support, introduce new way of thinking, start changing cultural mindset.
Trang 8Gunfire at Sea: A Case Study of
Innovation What now?
Q: What do you expect at this stage? Was this
the correct approach? Was it handled
appropriately?
Trang 9Gunfire at Sea: A Case Study of
A Signs of resistance to change Identify Power
Field assessment and expected resistors Build support Get a leadership sponsor/ support/ buy in.
A Identify the Stakeholders, players and gate
keepers.
Trang 10Gunfire at Sea: A Case Study of
Innovation Response
Q: What should Sims do now?
Trang 11Gunfire at Sea: A Case Study of
Innovation Response
Q: What should Sims do now?
A Create ‘Sea of Change’ – momentum, bring
others from the field to support Sims’ findings, show support that what he is doing has merit and it can work for others not only Sims
Create support from the trenches Get
leadership support ASAP
Trang 12Gunfire at Sea: A Case Study of
Innovation Response – cont
Q: What should Sims do now?
A Realize why there is no response Identify
which are the arguments What is the
downside?
A Failed to assess the situation correctly It was obvious to him, but not to the rest.
Trang 13Gunfire at Sea: A Case Study of
Innovation Sims’s Final Action
Q: Was his action correct? Why? Why not?
Trang 14Gunfire at Sea: A Case Study of
Innovation Sims’s Final Action
Q: Was his action correct? Why? Why not?
• A: It was correct in principal Though could
have backfired Did not have any other option else in case his final action failed
• However, he basically failed in the change
process It was by luck that eventually it
happened
Trang 15Gunfire at Sea: A Case Study of
Innovation
Sims’s Final Action - cont
Q: Was his action correct? Why? Why not?
Q: What did he try to achieve by his Final Action?
• Muster management support Something that he could not do before.
• Exemplify entrepreneurial spirit to its ultimate:
putting everything “on the line”.
Trang 16Q What are the forces for change?
Q What are the forces preserving the status quo?
Q What are the most likely sources of
resistance?
Learning Check
Trang 17Reactions to Change and Interventions
Feelings of loss and
confusion due to change
Explain, plan
Trang 18Reactions to Change and Interventions
Feelings of loss and
confusion due to change
Explain, plan
Trang 19Reactions to Change and Interventions
Feelings of loss and
confusion due to change
Explain, plan
Trang 20Applying Lewin’s Model to
the Organization
Reducing forces for status quo
Developing new attitudes, values, and behaviors
Reinforcing new attitudes, values, and behaviors
Involves encouraging
individuals to discard old
behaviors by shaking up
the equilibrium state
that maintains the status
quo - the organization
eliminates rewards for
Involves the establishment of new attitudes, values, and behaviors as the new status quo -
organizational culture and formal reward systems encourage the new behaviors
Trang 21Reasons for Resistance to Change
Planned
Change
Uncertainty
Threatened self-interests
Conflicting perceptions
Feelings of personal loss
Trang 22Resistance to Change
It can be either Behavioral, or Systemic, or both
Trang 24-Lack of skills-Lack of correct information
-Inability of systems structure