Change Implementation Techniques for Forming Transitional Team, Creating Alignment, Maximizing Connectedness and Creativity

Technique 3.2 Assessing Change Management Skills

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(can be used to help evaluate potential team members for the guiding coalition)

This self-assessment diagnostic exercise is used to evaluate how well you manage the demands of change by responding to the following statements. Circle the appropriate options closest to your experience. Be as honest as you can: if your answer is "never", circle option 1; if it is "occasionally", circle option 2; if "often", circle, option 3; if it is "always", mark option 4.

Q1 I try to anticipate and lead change within my organisation

never (1)

2

3

always (4)

Q2 I make full use of the latest worthwhile IT developments

never (1)

2

3

always (4)

Q3 I take any competitive, technological and market changes very seriously

never (1)

2

3

always (4)

Q4 I look for opportunities from radical areas as well as from incremental change

never (1)

2

3

always (4)

Q5 I look to be different and seek productive ways of creating differences

never (1)

2

3

always (4)

Q6 I take an open-minded approach toward new ideas and possibilities

never (1)

2

3

always (4)

Q7 I link my change to any known needs of the customer

never (1)

2

3

always (4)

Q8 I keep my change philosophy simple and concise

never (1)

2

3

always (4)

Q9 I involve customers and suppliers in my plans for change

never (1)

2

3

always (4)

Q10 I make a full and careful business case for changes and change projects

never (1)

2

3

always (4)

Q11 I break change projects down into manageable components

never (1)

2

3

always (4)

Q12 I consult widely in the process of deciding on strategy and action

never (1)

2

3

always (4)

Q13 I obtain people's agreement to the actions required of them

never (1)

2

3

always (4)

Q14 I use and develop teams as the basic unit of change management

never (1)

2

3

always (4)

Q15 I use quick fix changes for instant results early in the change programs

never (1)

2

3

always (4)

Q16 I plan well ahead for the long-term pay-offs in change

never (1)

2

3

always (4)

Q17 I am careful not to create over-optimistic or over-pessimistic expectations

never (1)

2

3

always (4)

Q18 I seize opportunities to reward, celebrate and encourage successful change

never (1)

2

3

always (4)

Q19 I make sure everybody knows the answer to "what's in it for me?"

never (1)

2

3

always (4)

Q20 I have effective and adaptable contingency plans available

never (1)

2

3

always (4)

Q21 I anticipate adverse reactions and plan how to deal with them

never (1)

2

3

always (4)

Q22 I use well-designed pilots and experiments to test my change plans

never (1)

2

3

always (4)

Q23 I share relevant information with colleagues and staff as soon as possible

never (1)

2

3

always (4)

Q24 I work closely with like-minded people who are keen to change

never (1)

2

3

always (4)

Q25 My own behaviour is flexible and highly adaptable to changing needs

never (1)

2

3

always (4)

Q26 I encourage people to speak their minds openly and to air their concerns

never (1)

2

3

always (4)

Q27 I tackle resistance to change promptly, fairly and vigorously

never (1)

2

3

always (4)

Q28 I use quantitative measurement to measure the results that I want

never (1)

2

3

always (4)

Q29 I review and revise the assumptions that underpin the change plan

never (1)

2

3

always (4)

Q30 I ensure that thorough training keeps people up-to-date with change

never (1)

2

3

always (4)

Q31 I start the next change project as another draws to a close

never (1)

2

3

always (4)

Q32 I use self-appraisal to check on myself and the organisation

never (1)

2

3

always (4)


Analysis

Now you have completed the self-assessment, calculate your total score by adding the numbers circled and then check your level of skills by reading the corresponding evaluation. However astute your change management skills maybe, it is important to remember that there is always room for improvement. Identify your weaker areas (those items where lower numbers are circled).

32-64 you are resisting change or are unsure of its potential benefits. Overcome your fears, and learn to plan for change

65-95 you understand the need for change and that you must develop your skills to achieve it successfully

96-128 you are a skilled agent of change but remember that change is a never-ending process, so keep planning ahead.

(source: Robert Heller, 1998)


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