Strategy and Leadership PV237
Ing. Michala Homolova, MBA.
Change Management
Strategy and Leadership PV237
Why is it important?
McKinsey study on 40 companies shows how change management
impacts ROI
Excellent change management 143% ROI
Poor change management 35% ROI
● 11 companies with the lowest ROI all had:
1. Lack of commitment/follow up from senior executives
2. Poor project management skills of middle managers
3. Employee confusion about the project
What did the excellent companies do?
Coaching through change exercise part 1
● Explain the exercise and agree some ground rules for the
discussion, for example confidentiality, respect for
individuals.
● Ask individuals in the team to write on sticky notes how
they feel about the changes they are currently subject to
at work/school/home.
● Ask them to stick the notes on a flip chart and then get
the team to cluster the notes into similar feeling groups.
● Consider the results and draw attention to common
ground (people will find comfort knowing they are not
the only ones who feel that way).
Coaching through change exercise part 2
Group work
● Put the emotional responses to
change on the transition curve
● Brainstorm on leadership actions
needed for each stage
DenialDepression
Acceptance
Shock
Frustration
Bargaining
Integration
Kuebler Ross model
The model was first introduced by Swiss psychiatrist Elisabeth Kübler-Ross in her 1969
book On Death and Dying, and was inspired by her work with terminally ill patients.
Bargaining
AcceptanceAcceptance
Integration
Depression
Frustration
Denial
Shock
Holding on Letting go Moving on
Coaching through change exercise part 3
● Introduce and explain the Transition Curve.
● Compare the stages of the Transition Curve with the feelings on the
sticky notes.
● Ask team members to plot where they believe they are on the curve
(they can do this publicly or privately).
● Split the team into pairs.
● Each person, with the help of their partner, to explore their current
feelings around change:
- What are your current feelings?
- How does that impact on your behavior, performance, ability to help
yourself?
- What other feelings does this exploration evoke?
● Break and get some feedback on this exercise.
Coaching through change exercise part 4
● Staying with the same pairs, each person with the help of
their partner to explore how they could move positively
through the Transition Curve:
- What outcome are you looking for?
- What are you already doing that’s helping?
- What other options/opportunities do you have?
- What would it take?
Coaching through change - notes
● Recommend to do this exercise when most people
are expected to be past the denial stage
● Coaching questions – when the person is done
answering, don’t satisfy yourself with the answer
and ask “What else…?” several times – that’s when
you are digging under the surface and that’s when
the person is getting to answers he was not actively
aware of
● When leading change – OVERCOMMUNICATE - at
the moment you think you’ve communicated a lot,
double the effort/introduce new channels …