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RESISTANCE TO CHANGE Managing change Managing The Change

ORGANISING FOR CHANGE CHANGING THE CULTURE ATTITUDES AND
CHANGE






Organising for Change Where should you put your ILT Champions for maximum
effectiveness?






Organising for Change 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? Issues for consideration:






Organising for Change Department DEPARTMENTAL APPROACH: Department






Organising for Change DEPARTMENTAL APPROACH:






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 ILT Champ DEPARTMENTAL APPROACH:






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? ILT Champ Organising for Change One ILT
Champion per DEPARTMENT - ISSUES?





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 Separate ILT
Team outside rest of structure - ISSUES?






Organising for Change Technical Group Strategy Group Curriculum Group Staff
Development Group SMT Where should the Senior Management ILT Champion sit?





³You 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





Attitudes and Change Affective ASPECTS OF ATTITUDE Behavioural What a

person knows about the situation How the person feels about it How the person reacts
People build up attitudes which fit their needs and values as they perceive them to be





Attitudes and Change Previous Pay-off Existing values, beliefs and theories Frames of
Reference Formal work teams You can¶t simply expose people to new attitudes and
expect them to accept them Perception of need Informal Groups





Resistance to Change Institutional / staff inertia Lack of resources Financial

constraints Students only get one chance Accommodation Government initiative
Student expectation Staff enthusiasm Champions Examples of good practice
Identifying support and resistors WHAT FORM DOES IT TAKE IN YOUR
COLLEGE? You need to understand their point of view if you want to influence it





Resistance to Change 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 Promise of greater opportunity Desire to do better Desire for greater financial
reward Identifying support and resistors AND WHAT ARE THE ISSUES ON A
MORE PERSONAL LEVEL? 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: It
helps to develop an adaptive learning capacity within the organisation





Changing the Culture A personal need to change Commitment to an appropriate

course of action The skills they need to maintain that course of action Your aim with
any individual is to help them develop: Just talking and listening can start to have the
desired effect





Changing the Culture Increase the driving forces but REMEMBER: The Greater the
µPush¶ the Greater the Resistance Now you can use this information to help decide
whether to: Just talking and listening can start to have the desired effect Eliminate or
reduce the resisting forces - Don¶t underestimate the value of simple actions AND /
OR





Changing the Culture Driving Forces Restraining Forces Remember: the accuracy
depends on the quality of your information - check with colleagues What is the
relative importance of these factors? You need to understand their point of view if you
want to use it





Changing the Culture Coercive So Which CHANGE STRATEGIES will be most

effective? Re-educative Rational explanation of need for change Imposing the change
- use of authority Highlighting the benefits of change





Changing the Culture Influencing Tactics - all based on exerting pressure

DISADVANTAGES Unpredictable response Negative after-effects Resentment
Short-lived? Unpredictable response Short-lived? Would need µtopping up¶




Changing the Culture PERSUASION Logic Compromise Exchange of Views Give
and Take Training Propaganda Argument Evidence of success Negotiation 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

 

UNDERSTANDING AND DEALING WITH RESISTANCE Summary Slide

Managing The Change ORGANISING FOR CHANGE KNOWING AND USING
CHANGE STRATEGIES UNDERSTANDING ATTITUDES INVOLVES
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