Managing change

Managing change
ORGANISING FOR CHANGE RESISTANCE TO CHANGE

Managing The Change

ATTITUDES AND CHANGE

CHANGING THE CULTURE

Organising for Change

Where should you put your ILT Champions for maximum effectiveness? CROSS-COLLEGE APPROACH:
An ILT Champion in every area

Subject
ILT CHAMP

Support

Tutor

ILT CHAMP

Subject
ILT CHAMP

Learning Resources

Learner

ILT CHAMP

Subject
ILT CHAMP

Other
ILT CHAMP

Organising for Change

Issues for consideration:

Large team of ILT experts Clearly integrated as one per subject area

Are there enough ILT Champions? Can it be afforded? How do you develop the rest of the organisation?

Organising for Change

DEPARTMENTAL APPROACH:

Department Department
Learner Course Team
College Management

Organising for Change

DEPARTMENTAL APPROACH:

Learner

Course Team

Department

College Management

Organising for Change

DEPARTMENTAL APPROACH: One ILT Champion per course team -

ILT Champ

Learner

Course Team

Department

College Management

Issues
Clearly integrated with one per course team. Have you enough? Can you afford it? Danger that they will be seen as experts and expected to do all delivery.

Organising for Change

One ILT Champion per DEPARTMENT ISSUES?

Learner

Course Team

Department ILT Champ

College Management

One per department Do they have influence across all courses in department? Do they have sufficient knowledge of curriculum in department? How do they work/share with other Champions in college?

Organising for Change

Separate ILT Team outside rest of structure ISSUES?

Subject

Support

Tutor
Subject Learning Resources Learner
Course Team

Department

College Management

Subject

Learner

Other

Team of ILT experts

Who line manages them? Do they understand the curriculum? Do they need to? Have they got the authority to help influence others?

Organising for Change

Where should the Senior Management ILT Champion sit?

SMT

Champion

Governors, community and other stakeholders

Champion

Strategy Group

Curriculum Group

Staff Development Group

Technical Group

The Senior Manager ILT Champion should be part of SMT or have influence and credibility in the college

Attitudes and Change

You cannot make yourself feel something that you do not feel, but you can make yourself do right in spite of your feelings.

Pearl S Buck

Attitudes and Change

People build up attitudes which fit their needs and values as they perceive them to be

Cognitive
What a person knows about the situation

Affective
How the person feels about it

ASPECTS OF ATTITUDE

Behavioural
How the person reacts

Attitudes and Change

You cant simply expose people to new attitudes and expect them to accept them

Key Influencers
Formal work teams

WORK CLIMATE

Previous Pay-off

+
Frames of Reference

ATTITUDES +
Informal Groups

Existing values, beliefs and theories

GROUP THINK

Perception of need

Resistance to Change
Identifying support and resistors

WHAT FORM DOES IT TAKE IN YOUR COLLEGE?

Government initiative Student expectation Staff enthusiasm Champions Examples of good practice

Institutional / staff inertia

Lack of resources Financial constraints

Students only get one chance

Accommodation

You need to understand their point of view if you want to influence it

Resistance to Change
Identifying support and resistors

AND WHAT ARE THE ISSUES ON A MORE PERSONAL LEVEL?

Promise of greater opportunity Desire to do better Desire for greater financial reward

Lack of knowledge of subject

Lack of understanding of what ILT is trying to achieve Poor equipment Low belief that there is anything in it for them

You need to understand their point of view if you want to influence it

Changing the Culture

Using a participatory approach may help the change process:
PROVIDING HELP TO MEET THE CHANGE BUILDING ON THE PAST COMMUNICATION

BARGAINING

INITIATING CHANGE

GAINING COMMITMENT

EARLY INVOLVEMENT TURNING PERCEPTIONS OF THREAT INTO OPPORTUNITY ECONOMIC INCENTIVES

It helps to develop an adaptive learning capacity within the organisation

Changing the Culture

Your aim with any individual is to help them develop:

A personal need to change Commitment to an appropriate course of action The skills they need to maintain that course of action

Just talking and listening can start to have the desired effect

Changing the Culture

Now you can use this information to help decide whether to: Increase the driving forces but REMEMBER: The Greater the Push the Greater the Resistance

AND / OR Eliminate or reduce the resisting forces - Dont underestimate the value of simple actions

Just talking and listening can start to have the desired effect

Changing the Culture

Empirical
Rational explanation of need for change

Coercive
Imposing the change - use of authority

So Which CHANGE STRATEGIES will be most effective?

Reeducative

Highlighting the benefits of change

Changing the Culture

Influencing Tactics - all based on exerting pressure

PUSH
Assertiveness Imposed Targets Blocking

ADVANTAGES

DISADVANTAGES Unpredictable response Negative after-effects Resentment Short-lived?

PULL
Incentives Recognition Advancement

Can be extremely successful Appropriate for immediate behaviour change Suitable if not concerned about changing attitudes

Unpredictable response Short-lived? Would need topping up

Changing the Culture

PERSUASION
ADVANTAGES Logic Compromise Exchange of Views Give and Take Training Propaganda Argument Evidence of success Negotiation DISADVANTAGES

Involves change of attitude Therefore more likely to be a long term solution

Can take much longer Can be more effort May involve more people

Using Multiple Strategies may also be the way forward!

Changing the Culture

Make an Action Plan:
What is your primary objective? QUANTIFY What is the timeframe for reaching this objective? QUANTIFY Who is affected? LIST Who are the influencers (+/-) & likely level of influence? LIST What are their likely responses & types of resistance LIST (can range from approval to indifference to suspicion/fear to hostility!) Do you have any levers you can bring into play? What change strategies and influencing tactics are appropriate?

Remember - this is YOUR view - share it with others - check and keep checking

Summary Slide
Managing The Change
UNDERSTANDING ATTITUDES INVOLVES

UNDERSTANDING AND DEALING WITH RESISTANCE

KNOWING AND USING CHANGE STRATEGIES

ORGANISING FOR CHANGE