Nyman NCOA – Change Management

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(Change Management) Cognitive Flexibility
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incorporate different thinking strategies and mental frameworks into planning, decision making, and day to day activities
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(Change Management) Emotional Flexibility
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ability to change our approach to deal with our own emotions and the emotions of others
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(Change Management) Dispositional Flexibility
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operate from a place of optimism grounded in realism and openness, see change as an opportunity rather than a threat
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(Change Management) Change Sponsor
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initiate change through power
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(Change Management) Change Agent
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responsible for implementing the change
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(Change Management) Change Targets
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key players and stakeholders who actually undergo the change
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(Change Management) Jansen’s Model of Change
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Comfort-Denial-Confusion-Renewal-Comfort
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(Change Management) Comfort
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Stage of Jansen’s Model that describes when a situation is routine; return to routine after Renewal Stage is reached
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(Change Management) Denial
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Stage of Jansen’s Model that describes the resistance to change; don’t want to deal with the new
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(Change Management) Confusion
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Stage of Jansen’s Model that describes the acceptance of change as they grapple for ways to proceed
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(Change Management) Renewal
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Stage of Jansen’s Model where change is fully accepted
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(Change Management) 3 Elements of Adaptability
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Cognitive, Emotional and Dispositional Flexibility; must display at least two elements for effective adaptability
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(Change Management) Levels of Change
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Knowledge, Attitude, Individual Behavior, Group Behavior
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(Change Management) Knowledge Level of Change
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Results from reading/hearing something new, easiest to change
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(Change Management) Attitude Level of Change
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Emotionally charges, harder to change, agressing with the change
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(Change Management) Individual Behavior Level of Change
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difficult and time-consuming, put knowledge and attitude into practice, may involve changing habits
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(Change Management) Group Behavior Level of Change
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hardest to change, change traditions of a whole group
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(Change Management) Innovators
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individuals whose reaction to change immediately embrace new ideas
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(Change Management) Early Adopters
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Individuals who are popular, educated and able to see a competitive advantage to adopting the change early
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(Change Management) Early majority
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represent mainstream thinking; calculated willingness to adopt innovations
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(Change Management) Late Majority
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hampered by feelings of insecurity and skepticism; looking for guarantees before getting involved
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(Change Management) Laggards
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less educated and uninformed; close-minded; no desire for new ideas or personal success
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(Change Management) Directive Change Cycle
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change imposed on group or organization by an external force such as commander or supervisor; group is forced to comply
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(Change Management) Participative Change Cycle
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new knowledge made available to an individual or group, positive attitude about the change, individual or group behavior changes
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(Change Management) Change Process
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Unfreezing, Changing, Refreezing
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(Change Management) Unfreezing
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Phase 1 of Changing Process; create a felt for the change
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(Change Management) Changing
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Phase 2 of Changing Process; actual modification of technology, tasks, structure, or people
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(Change Management) Refreezing
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Phase 3 of Changing Process; burn the bridges, provide a steady stream of evidence that change is successful

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