Edagr+and+Jaime's+Manage+the+Change

//Develop/evaluate approaches for managing the ongoing change. Identify 5-10 key principles for managing this change in your setting. Post to wiki. Due: 7/6

To manage the ongoing change Edgar and i will use various diffrent levels of organizational support. we will use the following levels of the organization as follows://

1) **Address the human capitol systematically.** Any significant transformation creates “people issues.” Leaders will be asked to step up, jobs will be changed, new skills and capabilities must be developed, and employees will be uncertain and resistant. Dealing with these issues on a reactive, case-by-case basis puts speed, morale, and results at risk.  2) **Start at the top.** Because change is inherently unsettling for people at all levels of an organization, when it is on the horizon, all eyes will turn to the leadership team for strength, support, and direction.  3) **Involve different departments.** As the opportunity for change occurs, from planning the strategy and setting targets to create and implementation, they affect different departments in the organization.  4) **Make the formal case.** Individuals are very rational and will immediately question if a change is really needed, whether the organization is headed in the right direction, and whether they want to participate in the change.  5) **Create ownership -** Leaders of large change programs must over perform during the transformation and be the zealots who create a critical mass among the work force in favor of change.  6) **Communicate the message of change -** The change message needs to be uniformly sent to everyone in the organization. In addition the message must clearly outline the need for change in orders for others believe in the change.  7) **Assess the Organizational Structure -** Successful change programs can accelerate and intensity as they make their way down following the organizations structure. It is also very important that leaders understand and account for culture and behaviors at each level of the organization.  8) **Address culture explicitly -** Once the organization or culture is understood, it should be addressed as thoroughly as any other area in a change program. Leaders should be clear about the culture and underlying behaviors that will best support the new processes, and find opportunities to model and reward positive changes by the group.  <span style="font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; color: black;">9) **Prepare for the unexpected -** No change program goes completely according to plan. People react in unexpected ways, resistance to change can come from anywhere, and the external environment can shift in many directions. Effectively managing change requires continual reflection of its impact and the organization’s willingness and ability to adopt any new changes. <span style="font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; color: black;"> <span style="font-size: 12.0pt; mso-fareast-font-family: "Times New Roman"; mso-bidi-font-family: "Times New Roman"; color: black;">10) **Speak to the individuals -** Change is both an organizational and a very personal journey. People spend many hours each week at work and many think of their co-workers as a second family. Individuals (or teams of individuals) need to know how their work will change, what is expected of them during and after the change program, how they will be measured, and what success or failure will mean for them and those around them.