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NameUMD Project Management SymposiumMay 9-10, 2019CHANGE MANAGEMENT:MOVING FROM PROBLEM SOLVING TOAPPRECIATIVE INQUIRYDr. Julie DeSot2019 Project Management SymposiumSlide 1
NameUMD Project Management SymposiumMay 9-10, 2019Slide 3Change“The Only Thing That Is Constant Is Change -”― Heraclitus
NameUMD Project Management SymposiumMay 9-10, 2019What is change?NounVerbthe act or instance of making orbecoming differentmake or become differentSlide 4
NameUMD Project Management SymposiumMay 9-10, 2019Slide 5Change FormulasC (ABD) XC changeA Status quo dissatisfactionB Desired clear stateD Practical steps to desired stateX Cost of changeGleicher, David (1960’s)DxVxF RD Dissatisfaction with how things are nowV Vision of what is possibleF First, concrete steps that can be takentowards visionR ResistanceDannemiller, Kathie (1980’s)
NameUMD Project Management SymposiumMay 9-10, 2019Prosci ADKAR ModelA AWARENESS for changeD DESIRE to support changeK KNOWLEDGE of how & what to changeA ABILITY to implement the change on a daily basisR REINFORCEMENT to keep the change in placehttps://www.prosci.com/adkar/adkar-modelSlide 6
NameUMD Project Management SymposiumMay 9-10, 2019Kotter’s Eight-Stage ProcessEstablish Sense of UrgencyCreate Guiding CoalitionDevelop Vision and StrategyCommunicating Change VisionEmpower Employees for Broad-Based ActionGenerate Short-Term WinsConsolidate Gains and Produce More ChangeAnchor New Approaches in CultureLeading Change, Kotter, J.P. (1996). Boston, Mass: Harvard Business School Press.Slide 7
NameUMD Project Management SymposiumMay 9-10, 20196 Influencers of ChangeStructuralSocalPersonalMotivationDo they want to engage in the behavior?Make The Undesirable,DesirableAre other people encouraging and/ordiscouraging behaviors?Harness Peer PressureAre systems rewarding the right behaviorand discouraging ineffective ones?Design Rewards and DemandAccountabilityAbilityDo they have the right skills and strengths todo the right thing?Helping Them Surppass TheirLimitsDo others provide the help, information, andresources required at particular times?Find Strength in NumbersAre there systems that keep people in placeand on progress?Change the EnvironmentBaseed on: Influencer: The Power to Change Anything, by Kerry Patterson, Joseph Grenny, David Maxfield, Ron McMillan, and Al SwitzlerSlide 8
NameUMD Project Management SymposiumMay 9-10, 2019Resistance to Change“Nothing is so painful to the human mind as a great and sudden change.”― Mary Shelley , Frankenstein“Change is painful, but nothing isas painful as staying stucksomewhere you don't belong.”Why is change so painful?Slide 9
NameUMD Project Management SymposiumMay 9-10, 2019Problem SolvingUsing methods in an orderlymanner to find solutions toproblemsIdentification of ProblemAnalysis of Causes What is going on?Proposed Solutions Fix problem at handAction Planning Let’s get it doneTake Action Fix ProblemSlide 10
NameUMD Project Management SymposiumMay 9-10, 2019Slide 11Resistance to ChangeChange is painful.How can we make change not so painful and sudden?
NameUMD Project Management SymposiumMay 9-10, 2019Slide 12Appreciative Inquiry“Appreciative Inquiry is the search for the best inpeople, their organization, and the world around them. Itinvolves systematic discovery of what gives life to anorganization or a community when it is most effectiveand most capable in economic, ecological, and humanterms.”David Cooperrider
NameUMD Project Management SymposiumMay 9-10, 2019Slide 13Elements of Appreciative Inquiry Appreciate– Valuing– Art of recognizing best in people or world around us– To increase in value Inquire– Act of exploration and discovery– To ask questions– To be open to seeing new potentials and onary
NameUMD Project Management SymposiumMay 9-10, 2019Slide 14Appreciative Inquiry “4-D” novationDesignAlignmentDavid L. Cooperrider and Diana Whitney (2005)
NameUMD Project Management SymposiumMay 9-10, 2019DiscoverySlide ingMonitoring
NameUMD Project Management SymposiumMay 9-10, 2019Slide 16Appreciative Inquiry “4-D” novationDesignAlignmentDavid L. Cooperrider and Diana Whitney (2005)
NameUMD Project Management SymposiumMay 9-10, 2019Problem SolvingAppreciative InquiryIdentification of ProblemSetting context ofappreciation of what isAnalysis of CausesDiscovery (Inquiry) What is going on? Valuing best of what isProposed SolutionsDream (Shared Vision) Fix problem at hand What might be?Action PlanningDesign (Aligning) Let’s get it done This is what will beTake ActionDestiny (Innovation) Fix Problem Sustaining what you createdSlide 17
NameUMD Project Management SymposiumMay 9-10, 2019Questions?Dr. Julie DeSotJulie@DeSotSolutions.comSlide 18
Leading Change, Kotter, J.P. (1996).Boston, Mass: Harvard Business School Press. Name . Baseed on: Influencer: The Power to Change Anything, byKerry Patterson, Joseph Grenny, David Maxfield, Ron McMillan, and Al Switzler Motivation Ability l Do they want to engage in the behavior? MakeTheUndesirable, Desirable Do they have the right skills .
