But that’s how we’ve always done it: Embracing Change & Managing Resistance

Synopsis:

Let’s face it, change is hard. Whether it is learning new software or implementing new workflows, there is always disruption when changing the way we’ve historically done something. In this interactive session, we discuss change management strategies, evaluation tools, and how IMEG successfully navigates change due to growth and technology.

Learning Objectives:

1. Describe why change is hard and how human psychology prefers keeping the status quo.
2. Compare different change management models.
3. Recognize the eight mindsets related to change and how to best manage each type.
4. Develop an effective change management plan utilizing known models for enacting change.

Body:

Let’s face it, change is hard. Whether it is learning new software or implementing new workflows, there is always disruption when changing the way we’ve historically done something. Yet some people choose to accept the challenges change brings while others actively rebel against it. How can organizations build a culture that embraces change instead of reacting against it?

Each year IMEG continues to grow. We have more than doubled in size over the past 10 years to include over 2,100 team members and 80 offices. In addition, the company has committed to an ambitious automation initiative. From onboarding new offices to rolling out new tools and workflows, change is our constant companion. As a result, we have developed effective change management strategies to best manage the process.

In our change management efforts, we compared a variety of change management models and ended up adopting the Kotter Eight-Step Model. This model fits our firm best. It had an action plan built into it and was appealing to the engineer in us. We also identified eight mindsets an individual would experience when faced with a change and enhanced the Kotter model.

All eight mindsets matter and need to be considered in any change management plan. Skipping one or more means you aren’t addressing a vital stage of the change management process. To be effective and therefore successful, your change management approach needs to consider the impact of each of the eight stages and mindsets within your organization.

In this interactive session, we will discuss how to build an effective change management plan for your organization. We will discuss how change affects organizations and how each stage of the change management model will determine how we react to change. We will discuss how the change delivery method can impact the successful (or unsuccessful) adoption of the change. Finally, we will present case studies of change management plans that we have implemented at IMEG.