Managing and Monitoring Change

Name: Managing and Monitoring Change
Author: Rae Dixon

During times of change, it’s important to be observant and informed so you can guide and support your team throughout the process. This course explores…

Preview the first lesson free — get full access to all 3 lessons.

Request a demo Sign in

Course: On-Demand

Let's go over some different strategies and methods that leaders can use to measure organizational change, assess and manage risk associated with change and make contingency plans. There are various ways leaders can measure organizational change. According to change management consultancy Prosci, assessing the results of change initiatives should focus on measuring these key areas. Organizational performance, individual performance, change management performance and effectiveness of change management activities. Leaders can also use specific methods to gauge change performance such as direct observation, surveys, testing and performance evaluations. Several methods that can be used to measure change are outlined in the 2018 white paper "How To Know If Your Culture Change Strategy Is Working" by Sarah Stawiski, John Maguire and Tracy Patterson of the Center for Creative Leadership or CCL. These include pulse checks; mini-surveys that provide quick periodic assessments of what employees are experiencing and observing. Culture observers: people or team members selected to watch everyday interactions to get a feel for what's going on in the workplace. Rubrics: Agreed upon metrics that can help showcase levels of progress and assess the effectiveness of change and storytelling, encouraging both leaders and employees to share change related stories which can provide insights for further evaluation and help convey the change in a more positive light. Interviews and focus groups are another good way to gather change measurement data according to the CCL white paper. Keep in mind that organizing and conducting interviews and focus groups can be quite an effort. So it's important for leaders to use these methods only when time permits or bring in an outside consultant to assist. Another factor to consider is quantitative data versus qualitative data. Both are excellent ways to collect and analyze data outcomes. Qualitative data takes longer to assess because it consists of written insights and feedback. While quantitative data is numerical, such as percentages, ratings, ranges and scales. A multi-method approach to measuring change progress will provide the most well-rounded picture of the transition.

Advanced Provider : Rae Dixon 3 Lessons · 8m in Arabic, German, English, Spanish, French, Portuguese, Chinese

Course Description

During times of change, it’s important to be observant and informed so you can guide and support your team throughout the process. This course explores different strategies to measure the effects of change, motivate team members, and adopt better leadership practices. With this knowledge, you can promote a healthy and adaptable work environment.

What You'll Learn

Measure the effects of change in the workplace
Support and refocus teams during periods of change
Lead as a flexible and resilient leader
Apply strategies to measure the focus and speed of change
Motivate team members and adopt better leadership practices
Build resiliency and perseverance to guide teams through change

Key Takeaways

During times of change, being observant and informed helps you guide and support your team throughout the process.
Different strategies can be used to measure the effects of change in the workplace.
Motivating team members and adopting better leadership practices supports teams through change.
Being a flexible and resilient leader helps promote a healthy and adaptable work environment.

Frequently Asked Questions

What will I learn in this course?

You will learn to measure the effects of change in the workplace, find ways to support and refocus teams, and understand how to be a flexible and resilient leader.

What topics does this course cover?

The course covers measuring change, the focus and speed of change, and resiliency and perseverance.

Who is this course for?

It is for leaders who want to guide and support their team during times of change and promote a healthy and adaptable work environment.

How is the course structured?

The course includes three lessons: Measuring Change, Focus and Speed of Change, and Resiliency and Perseverance.

Professional Certifications and Continuing Education Units (CEUs)

Society for Human Resource Management (SHRM®)

Professional Development Credits (PDCs): 0.25

Certification Program Categories:

Leadership & NavigationBusiness AcumenConsultationGlobal MindsetEthical PracticeRelationship ManagementAnalytical AptitudeCommunicationDiversity, Equity & Inclusion

KnowledgeCity is approved by SHRM as a Recertification General Provider to offer SHRM-CP or SHRM-SCP professional development credits (PDCs). By taking the courses approved by SHRM, KnowledgeCity can award SHRM Professional Development Credits (PDCs) for HR knowledge and competency programs related to the SHRM Body of Applied Skills and Knowledge™ (the SHRM BASK™).