Spring 2024

CLASS 2
 Rozita Moazemi Copyright

Our Journey Through This Class

• Supporting organizations in
evolving their Change maturity
B

• Hypercare for Change

• Measuring the success of the
• Implementing the Change Part 1 Change
• Implementing the Change Part 2

• Understanding how a Change

will impact Stakeholders
• Developing a Change Strategy • Understanding and articulating
to enable adoption the drivers of Change
• The Importance of Leadership
in Managing Change; Creating
a coalition for driving the
change

• Overview of Organizational
Change Management
A
• Understanding the Different
types of Change in an
organization

Managing Change ORG6350 | Spring 2024| Instructor: Rozita Moazemi 2

 Rozita Moazemi Copyright

Key Concepts for Lesson 2

1. What are some of the different types of change in an organization
2. How can we evaluate the type of change support required based on the type of
change being proposed
3. What are some key activities associated with different types of change
4. Why understanding the type of change being employed is important to your change
approach

Managing Change ORG6350 | Spring 2024| Instructor: Rozita Moazemi 3

 Rozita Moazemi Copyright

Recap of Last Week

1. What is Change Management
- Change Management is the act of preparing and supporting individuals, teams, and organizations in making
organizational change

2. Why is Change Management Important to Organizations

- Organizations are compromised of humans and require support and clarity in order to optimally adopt changes
(particularly those they are not involved in prescribing)

- Without Change Management a significant portion of the value you hope to acquire from
changes can go unrecognized, and your change efforts are not likely to succeed

3. What are key Change Management Approaches

- We discussed a number – ADKAR (personal change), Lewin’s (freeze, unfreeze), 6 steps, and 8
steps of change (Heart of change)

4. The impacts of poorly managed change

- Plentyy including Staff turnover, Client loss, Financial loss, and loss of competitiveness

Managing Change ORG6350 | Spring 2024| Instructor: Rozita Moazemi 4

 Rozita Moazemi Copyright

Your Questions or Comments So Far?

Managing Change ORG6350 | Spring 2024| Instructor: Rozita Moazemi 5

 Rozita Moazemi Copyright

Group Project Overview

Each team is required to submit a one-page outline that identifies the change being analyzed, the
organization under study, and a description of how you plan to conduct your analysis. This outline must be
submitted as a Word document at the start of Class 5.

Change Being Analyzed

• What is changing and for what reason
• What are the drivers of the change
• What type of change is it (technological change, culture change, mindset change, behavior change)

The Organization Under Study

• Name of organization
• Number of employees
• Years in Business
• Industry

Description of how you plan to conduct your analysis

• Where will you source your information from
• How will you account for missing context or information

Please include the names of everyone in your group to me through Email (one
person to send the email with everyone else Cc’d) by next class. If you don’t
have a group please send me an individual email by next class.

Managing Change ORG6350 | Spring 2024| Instructor: Rozita Moazemi 6

 Rozita Moazemi Copyright

Your Questions or Comments So Far?

Managing Change ORG6350 | Spring 2024| Instructor: Rozita Moazemi 7

 Rozita Moazemi Copyright

Overview of Different Types

of Change

Managing Change ORG6350 | Spring 2024| Instructor: Rozita Moazemi 8

 Rozita Moazemi Copyright

Types of Change 1/4

One way in which change can be viewed in the type of Change Effort that may be required.
The model below help you identify the level of effort required for different types of change.

Transactional (low) change can be addressed through training. Operational (medium) and Transformational (high)
impacts requires leaders to drive process and organization change.

High change
OPERATIONAL TRANSFORMATIONAL
Medium change effort, focused on: Substantial change effort, including:
• Mid-Level leader engagement • Defining Multi-Year Journey
• Process design & re-alignment • Organization Alignment on Vision / Objectives
• Talent Strategy (upskilling, re-skilling) • Talent Strategy (up-skilling, placement)
• New mindsets, ways of working • All-level Leadership Engagement
• Training / knowledge transfer • Process and Organization Re-Design What’s an example of
• Internal Communication • Training Transactional change?
• Internal & External Communication What about
Depth

Transformational?

TRANSACTIONAL OPERATIONAL
Medium change effort, focused on:
Low change effort, focused on: • Leadership Engagement
• Knowledge transfer / training • Organization Alignment on Vision / Objectives
• Communication • Training
• Internal & External Communication

High change
Breadth: Degree of scale and functional impact; culture shift Breadth *CBRE model for assessing change projects
Depth: Degree of change impact to role, processes, strategies or tools

right © 2017 Accenture All rights reserved. Accenture Confidential

Managing Change ORG6350 | Spring 2024| Instructor: Rozita Moazemi 9

 Rozita Moazemi Copyright

Types of Change 2/4

Another way change can be viewed in the type of organizational change that may be
required. The model below help you identify the type of change the an organization may
require. It is an older model but appropriate to lean on for reference purposes

Reorientation is a
Tuning is an strategic change made
incremental change when leaders determine
that anticipates a that the current
future change paradigm will no longer
be effective in the future

Adaptation is an
incremental change Re-creation is a strategic
that responds to change brought about
external events. by external events.

Source: https://rhrempel.wordpress.com/2017/06/15/change-management-framework/

Managing Change ORG6350 | Spring 2024| Instructor: Rozita Moazemi 10

 Rozita Moazemi Copyright

Types of Change 3/4

The third way a change can be viewed, is the type of behavior's that require shifting as a result
of the change. This is the type of framework I personally use when considering the practical
changes I am asked to support.

Mindset Culture

Types of Change

Process Technology

Managing Change ORG6350 | Spring 2024| Instructor: Rozita Moazemi 11

 Rozita Moazemi Copyright

Types of Change 3/4 What is an example of

a type of Mindset shift?

1. Mindset Change: Changes to beliefs, expectations, assumptions and how

people think about a change

Common Activities Outputs

Business Outcomes
➢ Define compelling reason for why
change, why now ✓ Compelling reason/need for change
➢ Perform Current State vs. Future state ✓ Cementing of new mindsets
mindset gap analysis (campaigns, workshops, mentorship
➢ Conduct Capabilities Assessment – can programs, etc…)
employees do what they need to do to ✓ Future State roadmap
be successful ✓ Capabilities assessment
➢Work closely with Talent/HR Business ✓ Engagement with Talent/HR Business
Partner to determine reinforcement Partner
plans & mechanisms ✓ Reinforcement Plan (strategies for
mindset shift, penalization for lack of
mindset shift, defined impacts to
business)
Change Management/Communications/Training
Stakeholder/Change/Impact Analysis Strategy Execution
Planning

Managing Change ORG6350 | Spring 2024| Instructor: Rozita Moazemi 12

 Rozita Moazemi Copyright

Types of Change 3/4 What is an example of a type of

Culture Change? What organization(s)
come to mind?

2. Culture Change: Changes to the principles, expectations, norms, working habits

and customs of an organization

Common Activities Outputs

Business Outcomes
➢ Conduct Culture Assessment
➢ Remediation planning for resistance to ✓ Culture Assessment
changes ✓ Change Agent/Champion network
➢ Mapping key/strategic resources with ✓ Remediation plan for addressing
strong change champions; identification resistance
of formal & informal leaders to champion ✓ Agreed upon ‘quick wins’ to support
the change integration
➢ Identify ‘Quick Wins’ for integration ✓ Mapping of roles and responsibilities
➢ Understanding of stakeholder allocation ✓ Future state support structures &
– defined roles, responsibilities employee resources in place (i.e. Org.,
➢ Solidified approach for achieving future Employee Intranet, FAQs, etc…)
state and impact on behavior/mindset
shifts required (Support structures,
employee resources, etc…)

Change Management/Communications/Training
Stakeholder/Change/Impact Analysis Strategy Execution
Planning

Managing Change ORG6350 | Spring 2024| Instructor: Rozita Moazemi 13

 Rozita Moazemi Copyright

Types of Change 3/4 What is an example of a process

change? Give a real world example

3. Process Change: Changes to processes, tasks, roles and other ways of working
that require shifts in behavior

Common Activities Outputs

Business Outcomes
➢ Solidify business case for shifting to new ✓ Compelling reason/need for change
behavior(s) ✓ Future state transition plan – required
➢ Define transition plan to future state behaviors
behaviors ✓ Behavior ‘encyclopedia’
➢ Identify key behavior shifts required by ✓ Targeted training plan aligned to
role & group – current to future achieve future state behaviors
➢ Develop a behavior ‘encyclopedia’ with ✓ Formal & informal leaders role modeling
prescriptive recommendations for future behavioral changes
behaviors ✓ Reinforcement Plan (strategies for
➢ Identification of formal & informal leaders behavioral shift, defined impacts to
to role model desired behavior changes business)
➢ Work closely with Talent/HR Business
Partner to determine reinforcement plans &
mechanisms

Change Management/Communications/Training
Stakeholder/Change/Impact Analysis Strategy Execution
Planning

Managing Change ORG6350 | Spring 2024| Instructor: Rozita Moazemi 14

 Rozita Moazemi Copyright

Types of Change 3/4 What is an example of a technology change?

Think of something in your own like

4. Technology Change: Changes to technology infrastructure, systems,

automations and tools

Common Activities Outputs

Business Outcomes
➢ Define the value that the technology will ✓ Compelling reason for users to adapt
bring about for users new technology
➢ Conduct current state process review ✓ Process review assessment
➢ Map new processes, roles, responsibilities ✓ Mapping of new processes, roles,
➢ Conduct Capabilities Assessment – can responsibilities
employees do what they need to do to be ✓ Targeted training plan aligned to future
successful processes, roles, responsibilities
➢ Work closely with the Business to ✓ Future state support structures &
determine adoption strategies (i.e. employee resources in place (i.e.
mandated usage, sun setting old Support Desk, FAQs, etc…)
technologies, etc…)

Change Management/Communications/Training
Stakeholder/Change/Impact Analysis Strategy Execution
Planning

Managing Change ORG6350 | Spring 2024| Instructor: Rozita Moazemi 15

 Rozita Moazemi Copyright

Types of Change 4/4 What type of workplace change would be fast? What
would an example of a slower type of change?

The final way a change can be viewed, is the speed with which the change needs to be
adopted

Choosing Strategies for Change

by John P. Kotter and Leonard A. Schlesinger

Managing Change ORG6350 | Spring 2024| Instructor: Rozita Moazemi 16

 Rozita Moazemi Copyright

M&A Change Management

Managing Change ORG6350 | Spring 2024| Instructor: Rozita Moazemi 17

 Rozita Moazemi Copyright

Your Questions or Comments So Far?

Managing Change ORG6350 | Spring 2024| Instructor: Rozita Moazemi 18

 Rozita Moazemi Copyright

Break

10 min

Managing Change ORG6350 | Spring 2024| Instructor: Rozita Moazemi 19

 Rozita Moazemi Copyright

Your Turn – Group Breakout

1. For Culture Change at California Resource Corporation
- Based on Kotter’s article (reading 3 for this week) what sort of change approach should
Alana Sotiri be pursuing?
- What resistance is she likely to encounter (if any)
2. For Implementing Fortis Operating System
- How should Daljit plan to rollout Wave 2 and Wave 3 to ensure continued success? What
sort of change strategy should be pursued?
- What resistance is he likely to encounter (if any)

10 – 15 min

Managing Change ORG6350 | Spring 2024| Instructor: Rozita Moazemi 20

 Rozita Moazemi Copyright

Culture Change at California Resource Corporation

1. Based on Kotter’s article (reading 3 for this week) what sort of change approach should Alana
Sotiri be pursuing?
2. What resistance is she likely to encounter (if any)

Managing Change ORG6350 | Spring 2024| Instructor: Rozita Moazemi 21

 Rozita Moazemi Copyright

Implementing Fortis Operating System

1. How should Daljit plan to rollout Wave 2 and Wave 3 to ensure continued success? What sort
of change strategy should be pursued?
2. What resistance is he likely to encounter (if any)

Managing Change ORG6350 | Spring 2024| Instructor: Rozita Moazemi 22

 Rozita Moazemi Copyright

Break

5 min

Managing Change ORG6350 | Spring 2024| Instructor: Rozita Moazemi 23

 Rozita Moazemi Copyright

Let’s Apply the Learning

Scenario
Your have just started a new role in an organization and your boss ask you to support the
implementation of a new HR management system. The system will impact different
stakeholders at varying degrees but will ultimately touch everyone in the organization.

The system is completely different way of functioning then what is currently being used to
track HR activities.

The change will also involve introducing a new performance management approach
(previously performance was not tracked formally) and will require upskilling of the
current Management team that tends to just offload staff issues to the HR team.

• What type of change is this (think about the 4 models we already discussed)?
• What would be your preliminary recommendation to your boss for how this change can be
approached?

Managing Change ORG6350 | Spring 2024| Instructor: Rozita Moazemi 24

 Rozita Moazemi Copyright

Let’s Apply the Learning

Scenario
You are working in the hospital and administration would like to introduce a new
engagement approach for pediatric ICU patients. They are worried that current
communication protocols between day and night shifts are leading to parents who are
confused about care.

They would like to introduce shift ‘roundtables’ which include parents to ensure everyone
is on the same page during shift changes.

As a physician on the floor you have been asked to support implementation of this
change.

• What type of change is this (think about the 4 models we already discussed)?
• What would be your preliminary recommendation for how this change can be
approached?

Managing Change ORG6350 | Spring 2024| Instructor: Rozita Moazemi 25

 Rozita Moazemi Copyright

Is there a ‘one size fits all’ approach to change?

NO!
The answer is ... It depends

It depends on:
• The type of change being sought
• The degree of impact from the change
• The breadth of the change
• The speed with which the change needs to be implemented
• The level of support the will be provided for the change
• The degree of resistance that is expected from the change

Managing Change ORG6350 | Spring 2024| Instructor: Rozita Moazemi 26

 Rozita Moazemi Copyright

REMEMBER - Group Project Team Selection

• PLEASE send me the name of your team members by next class (one person
to send the email with everyone else Cc’d)

• If you don’t have a group please send me an individual email by next class.

Have a great week!

Managing Change ORG6350 | Spring 2024| Instructor: Rozita Moazemi 27