first training program

This is a test for creating a training program.  The subject is Change.

C

Basics

What We Know About Change

There are thousands of books about change, and change management.  Through all of these, a few simple concepts seem to appear and re-appear.  They are:

 

  • People are apprehensive when asked (or told) to change.  This is especially true if the person leading the change has not established the trust of the group, or is an outsider.
  • When left alone, people will try to revert back to old, comfortable behaviors.
  • People will react differently to change.
  • People generally see change in terms of “loss”.
  • In the course of change, people will feel alone.
  • People will often do things that seem abnormal during times of change.
  • People can only handle so much change.
  • Reactions to change follow a predictable pattern; the change cycle.
  • A change in one part of the organization sends ripples throughout the larger organization.  These ripples must be managed, and cannot be ignored.

multiple choice question

  • People generally see change in terms of “loss”.
  • Most people view change as a benefit.
  • All people can handle the same amount of change.
Select the best comment about Change.

True or False:  People are apprehensive when asked (or told) to change.

  • True
  • False

Common Mistakes

Mistakes to Learn From

The amount of significant change in organizations has grown tremendously in the past decades.  Powerful economic forces are at work in the economy, and these forces will grow even stronger over the next few years.  As a result we will be pushed to reduce costs, improve products and services, locate new areas of opportunity for growth and increase productivity.

Change efforts have helped some organizations adapt to shifting conditions.  In spite of a lot of effort at change management, a lot of mistakes have been made. This has resulted in wasted resources, burned out employees, frustration and in some cases bankruptcy.  Some of the most common errors leaders have made are:

 

  1. Allowing too much complacency.
  2. Failing to create a sufficiently powerful message.
  3. Under-communicating the message.
  4. Permitting obstacles to block the new vision.
  5. Failing to create short term wins.
  6. Thinking of change as an event, not a long term, continuing way of life.
  7. Declaring victory or failure too soon.
  8. Neglecting to anchor changes firmly in the corporate culture.
  9. Failure to assess the change process from past initiatives.

 

Untitled single choice question

  • Put your answer option here
  • Put your answer option here

Consequences

The consequences of not managing changes, and the associated ripples, are predictable.  They include:

 

  • New strategies aren’t implemented well.
  • Changes don’t yield results.
  • Re-engineering takes too long and costs too much.
  • Change efforts don’t get costs under control.
  • Frustration, blame and giving up.
  • Lo$$ at every level.

Untitled single choice question

  • Put your answer option here
  • Put your answer option here

Untitled multiple choice question

  • Put your answer option here
  • Put your answer option here