Read the summary and the most important questions on Mastering Organizational Change Management | 9781604271416 | Barbara Davis

• 1 The barriers to change

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• Explain how lack of capability and capacity (internal barrier) impacts the ability to change

  Capability & capacity means that people and organisations need to know how to change and they must also have enough skills to work trough with change. 
  It is so important for change because they have direct impact on the individuals ability to adopt new policies, procedures and organisational structures that are implemented with change.
  Techniques to help
  

  • cross training 
    
  • Quick wins
    
  • Workshops
    

• Explain how mismanaged expectation (external barrier) impacts the ability to change

  Expectations are the beliefs that are held by each stakeholder and leader about how changes will progress, deployed and adopted.
  All stakeholders must align in order to achieve change in the organisation 
  Techniques to help
  

  • Infrastructure & planning the framework to guide management of expectations throughout the process.
    

• Explain how lack of direction (external barrier) impacts the ability to change

  It is the direction that keeps everyone moving at the same pace in toward the same goal
  
  By having a lack of direction stuns the organisations ability to change because everyone is moving different ways and different pace.

• Explain how lack of clear vision (external barrier) impacts the ability to change

  A clear vision statement defines the outcome of the project or the changes in terms that give the stakeholders or anyone else a goal to be achieved
  
  Without clear vision change becomes chaotic for everyone involved. It leaves room for interpretation by those who are trying to implement change. 

• Explain how complexity (external barrier) impacts the ability to change

  Refers to the number of factors and dimensions that are going to be changed and the types fo those dimensions.
  Too many projects and operational changes are implemented where complexity is no concern when it should be recognised as one.
  thing to help
  

  • Business and stakeholder readiness
    
  • Organisational preparedness
    
  • Business criticality
    

• Explain how change fatigue (internal barrier) impacts the ability to change

  It is the mental and emotional exhaustion that comes from too many changes being implemented over an extended period of time
  People need time to rest and develop new norms under the changes before moving on
  It affects change as the ability to change can make people feel apathetic, loss of controls, insecure and lose trust in management
  Things to help overcome it
  

  • Focusing communications on long-term
  • Big vision 
  • Celebrating success 

• Explain how motivation (internal barrier) impacts the ability to change

  It is the internal drive or impulse to perform a given task or set off tasks. 
  It affects change as i impacts other barriers such as fear, control, apathy and insecurity and trust
  
   Things that can help
  

  • Quick wins
    
  • Mentoring 
    
  • Clear direction
    

• Explain how control (internal barrier) impacts the ability to change

  It is the control that the individual has over that they do on a daily basis
  For change to happen they will have to feel as they have sense of control of what is being changes as well as how and when.
  Things to empower them 
  

  • forums 
    
  • quick wins
    
  • leveraging communication & incorporate feedback
    

• Explain how insecurity (internal barrier) impacts the ability to change

  It is the feeling of being anxious, uncertain or timid. It arises only when the person impacted by change have self-doubt about their own individual or collective capabilities to adopt the changes. It makes them feel left out and they don't contribute or collaborate. Example: That will never work here
  Things to help
  

  • Mentoring 
    
  • Quick wins
    
  • Workshops
    

• Explain how Apathy (internal barrier) impacts the ability to change

  
  It is a lack of concern and complete indifference to organisational changes being introduced.It means that people will neither work t support change nor work against it
  Things to help this
  

  • quick wins
    
  • building networks 
    
  • practice communities