KATHRYN

Give the resistance a voice early as seeking their input and feedback early in the process will eventually turned them as supporter. Sometimes a simple concession softened their resistance. Seek approaches to make amends for what employees may lose in a change. Human feelings don’t lend themsel...

To have a proper and success training, you should follow several best practices:

1. Deliver it in small chunks – smaller pieces are easily to be digested

2. Close each chuck with a small win – build momentum towards your training goal

3.

To deliver a smooth change, you need both side of approach done in balance. Hard side may include setting up a timeline, milestones, or clear deliverables criteria; getting your resources; establish a specific RACI matrix; and build a monitoring process. While the soft side may include approach t...

Soft side mostly has challenge in facing people concern. Common concern from people impacted are: competence – what I need to learn after the change?; efficiency – is it gonna make me work longer?; security & stability – how about my take home pay?; status – how about my position?; relationships ...

Resistance can come from many levels. If people withinside the organization don’t help a change, they’ll withstand it intentionally or subconsciously. Sometimes the motives for resistance are obvious – for example, a change includes people movements, even layoffs, this will create a huge insecuri...

During the deep dive and getting analysis from the stakeholders, you can determine who are your supporters and who most likely will resist. Group them based on their potential degree of resistance. Get these potential resistances into your supporter group.

Any changes require employees to learn new things. Training people to adopt new process/system is an important aspect of any change. Therefore, training is an important part of the hard side of change management.

Training matters also to the soft side of the change management due to the fac...

The resisting people may show it through intentionally stalling the process, put less focus on the changes, find a workaround to ‘cheat’, or even totally avoid the change. Expect and embrace this as this naturally happens in every change, accept that some people will resist therefore you need to ...

Stakeholder analysis starts with a period of brainstorming and research. You ought to list everyone whom the change may affect. Consider stakeholder evaluation as a work in progress. If you find out an unnoticed stakeholder organization in the research process, add it to the analysis. From there...

To set an achievable milestone, have a clear deliverables criterion, you need to have a deep dive analysis, especially form the stakeholders. You must keep away from not communicating truly with the those who in the end execute the initiative. Stakeholder evaluation means figuring out who the cha...