LEAD - April 2023

As Leaders…

ƒ Our jobs are largely about change. ƒ We are entrusted with ensuring that our organizations change as to respond to threats, opportunities, or shifts in the environment. ƒ Our work is often about helping people see the need for change and to buy into new ways of doing things. ƒ We must proactively identify the people, processes, systems and technologies that may be impacted by change. ƒ We must endeavor to understand and address change resistance when we encounter it.

DEFINE THE CHANGE

THREE-STEP MODEL FOR SCOPING CHANGE

ƒ What needs to happen? ƒ Why does it need to happen? ƒ When does it need to happen? ƒ How long will the change process be? ƒ What new resources will be needed? IDENTIFY THE IMPACT ƒ Who will be affected by the change? ƒ What process and/or policies will be impacted? ƒ Are there tools or technologies that will be involved in the change?

CHECK THE RESISTANCE PULSE

ƒ Is my team/agency ready for the change - will they see the value in it? ƒ Are those who will fear the change? ƒ Are there those who will see the need for change, but who will consider the response wrong? ƒ Are there those who will simply think the change is not needed?