Here’s your chance to evaluate how well you lead and manage change back in the workplace. All you need to do is print out the document below called 'Managing change questionnaire'. The questionnaire will ask you a series of questions and then explain how to score yourself. Once you get your overall score come back to this page to discover how you currently deal with change and pick up some tips for moving forward. If you have any question or I can help in anyway please feel free to drop me a line on the contact me page.
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Managing change questionnaire_2014.pdf Size : 539.435 Kb Type : pdf |
Here are the results
If you scored between 32-64:
It is possible that you are resisting change or you may be unsure of its potential benefits. Sometimes change can be quite daunting but don’t worry you can overcome your fears and learn to plan for change. Don’t delay, the longer you leave it the more likely assumptions will take over, so confront your fears and deal with them openly.
You must learn about what is happening, where and to whom. So you need to ask more questions. Ask questions about the bigger picture, the objectives, the vision and the benefits. Get documents that will help you understand the changes and share what you can with your team. Remember you can only sell the benefits of change when you fully understand the whys and hows yourself. Ask for an inclusion to the communication plan so your team is directly involved in the dissemination of information. They say it’s good to talk and during ‘change’ it is crucial to the success of the project.
Find out how you fit into the overall approach and how you can contribute to your organisation in the role you already have. Perhaps you can support the project team in a different way; it is a great way of widening your options for the future. In many cases change will bring new opportunities so make sure you are there at the start.
It is always useful to attend a course on change management, where you can learn about human reactions to change, it will also clarify why you may feel that way about the changes. On the course you can learn many tips on how to prepare, plan and become resilient.
Once you see how these changes are taking shape and where, it will give you confidence in managing and understanding the change. It’s only natural to hold back when we are unsure of change but when we learn more about its purpose it becomes easier to control and live with. One of the key aspects of change is communication, start doing this now and take charge.
If you scored between 65-95:
This is great! We are almost half way there. You understand the need for change – now you must develop your skills to achieve it successfully. So for you it is more about the process and people.
Let’s start with getting more experience. Learn about your organisations approach to change management and how it works. It is extremely likely there is a change management plan and a communications plan get copies of these so you can learn about how the change will be cascaded and supported into your business. Other useful examples are case studies of past projects.
Seeking out people that have this project experience is truly priceless, from here you can start to build your own support network and change agents. Don’t forget to talk to your stakeholders, key or otherwise they all have to be considered. Please remember always include your team; share what you can to keep your team in the loop as this avoids misunderstandings and confusion. Sharing knowledge will allow you to draw out new ideas and promote the opportunity for suggestions on how everyone can work and support each other.
You can learn a lot from working in a team that is already experienced in managing and dealing with change. You can also learn a lot from working in a team that is new to change because it’s all about exploration and 'explorers' always discover amazing things. Go for it.
If you scored between 96-128:
Wow. I bow to you. You are a skilled agent of change. I would say you have either taught yourself to adapt or it is possible that this just comes naturally. Now now don’t get too complacent!
Here’s the thing though, the very word CHANGE! Says it all. Because it’s a never ending process; transforming, modifying, altering, reforming, converting and restructuring! When you say the words out loud they depict movement and that is just want change is, ever moving. So you need to keep on top of it all by planning, learning, talking and sharing.
Focus on maintaining momentum and building on your knowledge and experience of change. Keep abreast of developments; ask for measurable results from recent changes and how these have improved your business. You could arrange a facilitation session for your project team to draw out their personal approaches and how these can be shared across the organisation. This is an ideal way of creating an action plan where people take personal accountability.
Set training targets for your own personal development and your team. Developing staff and yourself means progress not just great for business but also great for you all. Your opportunity comes from learning new things, many say knowledge is power but for many nothing beats experience, get ready to step up – here I’ll help you.
It is possible that you are resisting change or you may be unsure of its potential benefits. Sometimes change can be quite daunting but don’t worry you can overcome your fears and learn to plan for change. Don’t delay, the longer you leave it the more likely assumptions will take over, so confront your fears and deal with them openly.
You must learn about what is happening, where and to whom. So you need to ask more questions. Ask questions about the bigger picture, the objectives, the vision and the benefits. Get documents that will help you understand the changes and share what you can with your team. Remember you can only sell the benefits of change when you fully understand the whys and hows yourself. Ask for an inclusion to the communication plan so your team is directly involved in the dissemination of information. They say it’s good to talk and during ‘change’ it is crucial to the success of the project.
Find out how you fit into the overall approach and how you can contribute to your organisation in the role you already have. Perhaps you can support the project team in a different way; it is a great way of widening your options for the future. In many cases change will bring new opportunities so make sure you are there at the start.
It is always useful to attend a course on change management, where you can learn about human reactions to change, it will also clarify why you may feel that way about the changes. On the course you can learn many tips on how to prepare, plan and become resilient.
Once you see how these changes are taking shape and where, it will give you confidence in managing and understanding the change. It’s only natural to hold back when we are unsure of change but when we learn more about its purpose it becomes easier to control and live with. One of the key aspects of change is communication, start doing this now and take charge.
If you scored between 65-95:
This is great! We are almost half way there. You understand the need for change – now you must develop your skills to achieve it successfully. So for you it is more about the process and people.
Let’s start with getting more experience. Learn about your organisations approach to change management and how it works. It is extremely likely there is a change management plan and a communications plan get copies of these so you can learn about how the change will be cascaded and supported into your business. Other useful examples are case studies of past projects.
Seeking out people that have this project experience is truly priceless, from here you can start to build your own support network and change agents. Don’t forget to talk to your stakeholders, key or otherwise they all have to be considered. Please remember always include your team; share what you can to keep your team in the loop as this avoids misunderstandings and confusion. Sharing knowledge will allow you to draw out new ideas and promote the opportunity for suggestions on how everyone can work and support each other.
You can learn a lot from working in a team that is already experienced in managing and dealing with change. You can also learn a lot from working in a team that is new to change because it’s all about exploration and 'explorers' always discover amazing things. Go for it.
If you scored between 96-128:
Wow. I bow to you. You are a skilled agent of change. I would say you have either taught yourself to adapt or it is possible that this just comes naturally. Now now don’t get too complacent!
Here’s the thing though, the very word CHANGE! Says it all. Because it’s a never ending process; transforming, modifying, altering, reforming, converting and restructuring! When you say the words out loud they depict movement and that is just want change is, ever moving. So you need to keep on top of it all by planning, learning, talking and sharing.
Focus on maintaining momentum and building on your knowledge and experience of change. Keep abreast of developments; ask for measurable results from recent changes and how these have improved your business. You could arrange a facilitation session for your project team to draw out their personal approaches and how these can be shared across the organisation. This is an ideal way of creating an action plan where people take personal accountability.
Set training targets for your own personal development and your team. Developing staff and yourself means progress not just great for business but also great for you all. Your opportunity comes from learning new things, many say knowledge is power but for many nothing beats experience, get ready to step up – here I’ll help you.