Change Management For Managers: The No Waffle Guide To Managing Change In The Workplace
3.5/5
()
About this ebook
Worried how your team or organization are going to manage the changes that are due to occur in your organization? Have a team of employees who are resisting changes that are already underway? If that’s the case then this book will help guide you through the pitfalls and provide you with a workable approach to help your team/employees adapt to the changes.
What will I learn?
- An understanding of the various psychological factors at play when change is introduced to employees.
- Psychological methods to gain commitment and support for the changes.
- A model to help you identify why changes are not being implemented in the workplace.
- How to create a sense of security and retain your team, or your organisation’s focus whilst the changes take place.
- An awareness of the most common pitfalls of change programmes
- How to use Appreciative Inquiry to create a positive change programme.
How will this book benefit me?
You can gain more commitment and support for the changes you need to implement in to the workplace. If you do experience some resistance, you will be able to use one of the models to help you understand what is preventing the changes to take place. Once you have identified the barriers you can start working to address these.
You will have the skills to create a positive programme of change in your organization. You will be able to pull out the very best of what your team currently do and build on this to further increase your organisation’s success.
About the Author
Louise Palmer is a business psychologist, solution focused therapist and managing director of her own UK based training company. Having worked in the psychology field for over 10 years, she has trained all levels of manager to manage change effectively in the workplace.
Read more from Louise Palmer
Coaching Skills for Managers: The No Waffle Guide To Getting The Best From Your Team Rating: 5 out of 5 stars5/5The Counselling Sessions: Overcoming Anxiety & Panic Attacks Rating: 0 out of 5 stars0 ratingsThe Counselling Sessions: Overcoming Low Mood and Depression Rating: 0 out of 5 stars0 ratingsThe Counselling Sessions: Overcoming Irritability and Anger in Relationships Rating: 5 out of 5 stars5/5How To Manage Stress In The Workplace: The No Waffle Guide For Managers Rating: 0 out of 5 stars0 ratingsPresentation Skills: Portraying Confidence, Answering Tricky Questions & Structuring Content Rating: 0 out of 5 stars0 ratingsManager's Guide To Providing Feedback: The No Waffle Guide To Providing Feedback and Rewards Rating: 0 out of 5 stars0 ratingsHow To Manage Teams: The No Waffle Guide To Managing Your Team Effectively Rating: 0 out of 5 stars0 ratingsWhat Other Marketing Books Won't Tell You: A Brutally Honest Account Of Marketing A Small Business Rating: 0 out of 5 stars0 ratingsHow To Manage People: The No Waffle Guide To Managing Performance, Change And Stress In The Workplace Rating: 1 out of 5 stars1/5
Related to Change Management For Managers
Related ebooks
Change Management: The Essentials: The modern playbook for new and experienced practitioners Rating: 0 out of 5 stars0 ratingsManaging Change: The Process and Impact on People Rating: 4 out of 5 stars4/5Managing Change and Transition Rating: 4 out of 5 stars4/5Leading Successful Change, Revised and Updated Edition: 8 Keys to Making Change Work Rating: 4 out of 5 stars4/5Change (the) Management: Why We as Leaders Must Change for the Change to Last Rating: 0 out of 5 stars0 ratingsChangemaking: Tactics and Resources for Managing Organizational Change Rating: 0 out of 5 stars0 ratingsHacking for Agile Change: with an agile mindset, behaviours and practices Rating: 0 out of 5 stars0 ratingsAdapting to Organizational Change Rating: 5 out of 5 stars5/5HBR's 10 Must Reads on Change Management (including featured article "Leading Change," by John P. Kotter) Rating: 4 out of 5 stars4/5Change Insight: Change as an Ongoing Capability to Fuel Digital Transformation Rating: 5 out of 5 stars5/5Learning in Action: A Guide to Putting the Learning Organization to Work Rating: 3 out of 5 stars3/5How to Deal with Sub-Standard Performers Rating: 0 out of 5 stars0 ratingsChange Management for Beginners: Understanding Change Processes and Actively Shaping Them Rating: 5 out of 5 stars5/5Rapid Organizational Change Rating: 4 out of 5 stars4/5The Art of Change Leadership: Driving Transformation In a Fast-Paced World Rating: 0 out of 5 stars0 ratingsProject Change Management Rating: 0 out of 5 stars0 ratingsManaging Change in Organizations: A Practice Guide Rating: 5 out of 5 stars5/5Change Management Plan A Complete Guide - 2019 Edition Rating: 0 out of 5 stars0 ratingsForce For Change: How Leadership Differs from Management Rating: 5 out of 5 stars5/5Organizational Change as Collaborative Play: A positive view on changing and innovating organizations Rating: 0 out of 5 stars0 ratingsStrategic Change Management in Public Sector Organisations Rating: 4 out of 5 stars4/5Organizational Change Management Complete Self-Assessment Guide Rating: 0 out of 5 stars0 ratingsCreating an Effective and Efficient Work Team: Managing the Group Dynamics towards Team Performance Rating: 0 out of 5 stars0 ratingsOrganizational Strategy, Structure, and Process Rating: 0 out of 5 stars0 ratingsStrategic Leadership and Strategic Management: Leading and Managing Change on the Edge of Chaos Rating: 0 out of 5 stars0 ratings7 Rules for Positive, Productive Change: Micro Shifts, Macro Results Rating: 5 out of 5 stars5/5
Management For You
The 7 Habits of Highly Effective People: 30th Anniversary Edition Rating: 5 out of 5 stars5/5Malcolm Gladwell's Blink The Power of Thinking Without Thinking Summary Rating: 4 out of 5 stars4/5The 360 Degree Leader Workbook: Developing Your Influence from Anywhere in the Organization Rating: 4 out of 5 stars4/5Crucial Conversations: Tools for Talking When Stakes are High, Third Edition Rating: 4 out of 5 stars4/5The 12 Week Year: Get More Done in 12 Weeks than Others Do in 12 Months Rating: 4 out of 5 stars4/5Summary of The Laws of Human Nature: by Robert Greene - A Comprehensive Summary Rating: 4 out of 5 stars4/5Good to Great: Why Some Companies Make the Leap...And Others Don't Rating: 4 out of 5 stars4/5The Hard Thing About Hard Things: Building a Business When There Are No Easy Answers Rating: 4 out of 5 stars4/5Managing Oneself Rating: 4 out of 5 stars4/5The New One Minute Manager Rating: 5 out of 5 stars5/5Managing Oneself: The Key to Success Rating: 4 out of 5 stars4/5The Five Dysfunctions of a Team: A Leadership Fable, 20th Anniversary Edition Rating: 4 out of 5 stars4/5Emotional Intelligence Habits Rating: 5 out of 5 stars5/5Principles: Life and Work Rating: 4 out of 5 stars4/52600 Phrases for Effective Performance Reviews: Ready-to-Use Words and Phrases That Really Get Results Rating: 3 out of 5 stars3/5Company Rules: Or Everything I Know About Business I Learned from the CIA Rating: 4 out of 5 stars4/5The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People Rating: 4 out of 5 stars4/5Great Ceos Are Lazy: How Exceptional Ceos Do More in Less Time Rating: 4 out of 5 stars4/5Developing the Leaders Around You: How to Help Others Reach Their Full Potential Rating: 4 out of 5 stars4/5Multipliers, Revised and Updated: How the Best Leaders Make Everyone Smarter Rating: 4 out of 5 stars4/5The Ideal Team Player: How to Recognize and Cultivate The Three Essential Virtues Rating: 4 out of 5 stars4/5Extreme Ownership: How U.S. Navy SEALs Lead and Win | Summary & Key Takeaways Rating: 4 out of 5 stars4/5Leadershift: The 11 Essential Changes Every Leader Must Embrace Rating: 5 out of 5 stars5/5The Coaching Habit: Say Less, Ask More & Change the Way You Lead Forever Rating: 4 out of 5 stars4/5Spark: How to Lead Yourself and Others to Greater Success Rating: 5 out of 5 stars5/5The Advantage: Why Organizational Health Trumps Everything Else In Business Rating: 5 out of 5 stars5/5How to Lead When You're Not in Charge Study Guide: Leveraging Influence When You Lack Authority Rating: 5 out of 5 stars5/5
Reviews for Change Management For Managers
6 ratings0 reviews
Book preview
Change Management For Managers - Louise Palmer
Change Management for Managers
The No Waffle Guide To Managing Change in the Workplace
By Louise Palmer
Copyright © 2014 by Louise Palmer.
All rights reserved. No part of this publication may be reproduced, distributed, or transmitted in any form or by any means, including photocopying, recording, or other electronic or mechanical methods, without the prior written permission of the publisher, except in the case of brief quotations embodied in critical reviews and certain other noncommercial uses permitted by copyright law.
Types of Change
Five Laws of Organisation Development
Transition Management Process – Involving the Employees
Resistance to Change
ADKAR
Emotions to Expect During Change Programmes
The Three Phase Process of Change
Why Transformation Efforts Fail
Appreciative Inquiry Method for Change Programmes
Types of Change
There are two different types of change, planned and emergent. In the 1940’s Kurt Lewin developed the notion of planned change. He suggested that change is deliberately planned and subsequently embarked upon in organisations (Marrow 1977). They can move from one stable state to another in a pre-planned manner.
Emergent change does not see change as a planned event, instead it views change as a continuous process. This a more realistic view of how many workplaces experience change in today’s climate. If you can encourage your employees to view change as the norm, they will be far more receptive to changes you introduce in the workplace.
Five Laws of Organisation Development
There are five laws of organisation development in relation to workplace change or transition:
1. An individual may cope well with the changes initially but this could change at any moment. At the beginning of the change programme, the individual might have appeared to be coping well with the changes, however, as time progresses the continued uncertainty is straining their personal resources.
2. Successful outcomes will no doubt encourage challenge. Success leads to change. Change can be challenging whether it is considered positive or negative. The organisation might not have the resources to manage the changes. This is often seen