Implementing Change

Name: Implementing Change
Author: Risë Legato

Learn how to develop a change management model for your organization

Preview the first lesson free — get full access to all 5 lessons.

Course: On-Demand

(upbeat music) There are many approaches to change management, which can make it difficult to select a model. There is no absolute guide or reference that an HR professional can use to determine which change model will work best. However, based on the dynamics of your organization, you can make an educated choice. HR professionals can assess the situation by asking, "What kind of change is happening? Is it transformational or organizational? Did the change already take place without forewarning? How does the change affect employees? What about external stakeholders? Is the change something employees are likely to appreciate? Will management agree to allow employee suggestions concerning the change? Will management allow employees who are early adopters to help support the change? Did the change start from the top-down or bottom-up?" The top-down method means that the change started with leadership. The bottom-up method is when the individuals who are most affected by the change are also the ones initiating it. "How progressive is the organization? Do employees like to innovate or keep things the same? And is leadership visible, or do they manage from a distance using closed-communication?" Questions like these can inform you about the climate for change. For example, if the change has already happened, then perhaps the Bridges model would be best. Since this method is designed to emphasize how people transition to a new environment. But if you expect some likelihood of resistance due to company culture or how the change impacts employees, then it may be helpful to look at models that reinforce major shifts in a more compatible way. Or perhaps the climate for change suggests people may experience a great sense of loss, such as a change that could impact their way of life outside of work. The Kubler-Ross model could assist during a reduction in workforce or a closure when you could logically expect to see widespread denial and anger. If your change plan could benefit from employee engagement, then a model that encourages influential individuals to guide others may be best, or one that involves employee feedback surveys. The Adkar or Kotter's model, for example, can help HR demonstrate effective ways to adjust, gain insight into employees perspectives, understand strong emotional reactions, and empathize with employees' change. Another way to decide which model to use is to compare and contrast what they offer. For example, if you examine the Lewin model with the Bridges model, you may find that they both may include assessing reasons for the change, strategic planning, defining the change and determining its effects, communicating with and training employees, sustaining change to avoid regression, celebrating success, and rewarding employee acceptance. But the Lewin model features a preparation phase, which may not be suitable for a company that is planning for an unforeseeable change, such as the death of a leader or sudden natural disasters that interfere with business. After highlighting key differences between models, HR can determine which is a better fit. As an HR professional, you can carefully consider which model will best support your change management process.

Intermediate Provider : Risë Legato 5 Lessons · 15m in Arabic, German, English, Spanish, French, Portuguese, Chinese

Course Description

In our course, Implementing Change, you will learn how to choose a change management model, how to guide leadership in the development of a communication plan, and how to avoid common pitfalls that often slow change down. This course will teach you how to examine the major change models and select one that is most appropriate for your organization, as well as how to make modifications that better suit your company. We also help you learn how to address difficult employees who resist change.

As organizations find themselves operating in an ever-evolving economy, change management is becoming more and more important in the business world. In order to continue thriving, companies often choose to be proactive and improve weaknesses in their infrastructure. This course will help you learn to reinforce change, so it sustains the company. You’ll learn how to monitor success and support lasting results. Successful change implementation plans do not happen by chance. A great deal goes into planning the change, and this is an opportunity for HR professionals to lead the way.

What You'll Learn

Choose the appropriate change management model for your organization
Examine major change models and select the one most suited to your company
Develop a framework and plan to fit your change initiative
Guide leadership in developing a communication plan and communicate with stakeholders
Identify and address common challenges and pitfalls during transitions
Reinforce change and monitor success to support lasting results

Key Takeaways

The course teaches how to examine major change models and select and modify the one most appropriate for your organization.
It covers guiding leadership in developing a communication plan and avoiding common pitfalls that slow change down.
It addresses how to handle difficult employees who resist change during transitions.
It explains how to reinforce change so it sustains the company and how to monitor success for lasting results.
It positions planning successful change implementation as an opportunity for HR professionals to lead the way.

Frequently Asked Questions

Who is this course for?

The course is positioned as an opportunity for HR professionals to lead change implementation, since planning successful change does not happen by chance.

What change management topics does this course cover?

It covers choosing the right change model, developing a change plan, communicating with stakeholders, and handling challenges with change, and concludes with a Test Your Knowledge lesson.

What skills will I gain from this course?

The course builds skills in change leadership, change management, change management planning, IT change management, and organizational change management.

How does the course help make change last?

It teaches how to reinforce change so it sustains the company, and how to monitor success and support lasting results.

Does the course address employees who resist change?

Yes, it helps you learn how to address difficult employees who resist change and identify and address common challenges during transitions.

Professional Certifications and Continuing Education Units (CEUs)

Society for Human Resource Management (SHRM®)

Professional Development Credits (PDCs): 0.5

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™).