Pathway of the Quarter: Change Agility

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Week 1: Section 1: Understanding Change Management

  • 1.  Week 1: Section 1: Understanding Change Management

    Posted 05-06-2019 09:14
    Good morning everyone!

    Today we are kicking off the Pathway of the Quarter discussions! I am so excited to learn with you all and I think we have selected a great topic to start with: Change Agility. If you are not already enrolled in the CUES Learning Portal Pathway "Pathway of the Quarter: Change Agility" I suggest you head on over to enroll so you don't miss out on the weekly content.

    We are starting off with Section 1, Lesson 1 Understanding Change Management. There are 4 items to complete and should roughly take about 21 minutes to do so. Please take the next few days to read the article, view the videos, and complete the task assigned. We'll be back on Wednesday to start discussions!

    Please let me know if you have any questions!

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    Laura Gibbs
    CUES
    Online Community Engagement Administrator
    laurag@cues.org
    608.288.5352
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  • 2.  RE: Week 1: Section 1: Understanding Change Management

    Posted 05-07-2019 13:06
    SO excited to get started with this. The first piece of content defined change management.

    What is Change Management?
    Change management is the discipline that guides how we prepare, equip and support individuals to successfully adopt change in order to drive organizational success and outcomes.

    What are some things that you do personally prepare your team from changes?

    I like to inform my team about what's ahead and explain the impact. Then we start to discuss how they will play a role in driving our departmental piece. We have been working on communicating up better!

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    Jimese Harkley
    VP/Membership
    CUES Staff
    Madison WI
    608.338.9734
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  • 3.  RE: Week 1: Section 1: Understanding Change Management

    Posted 05-08-2019 12:21
    Jimese,  We have called out a specific Communications Plan section of our projects to assist us with communicating to those being impacted.  If the end user knows what to expect it makes the change process a lot smoother.  This is just the beginning of what we expect to be a natural part of our project management process.

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    Amey Sgrignoli CCE
    President/CEO
    Belco Community CU
    Harrisburg PA
    717.232.3526
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  • 4.  RE: Week 1: Section 1: Understanding Change Management

    Posted 05-08-2019 11:02
    I found that organizational change management goes alongside project management to be very eye opening. I think this is something every project management team should be fully aware of. I imagine being on a project management team, it is easy to lose sight of how the change will affect the organization. The change is no longer new to the team, they have already adapted. However, it's rarely that way for the organization as a whole. In the training video (lesson 1.3) they mention that change is less scary when you're driving – oh how truthful that is! Keeping your passengers in mind, staff and even members, is key!

    Have you ever used the ADKAR Model?

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    Laura Gibbs
    CUES
    Online Community Engagement Administrator
    laurag@cues.org
    608.288.5352
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  • 5.  RE: Week 1: Section 1: Understanding Change Management

    Posted 05-08-2019 12:18
    Laura:  We have consistently struggled with communication around projects and recognizing that the project triggers a change event will help us improve the end user experience.  By using the steps defined in the articles and videos we can being to transition to a better way of communicating that changes that are inherent to the project.

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    Amey Sgrignoli CCE
    President/CEO
    Belco Community CU
    Harrisburg PA
    717.232.3526
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  • 6.  RE: Week 1: Section 1: Understanding Change Management

    Posted 05-09-2019 12:50

    Using ADKAR to Empower the Project Team 

    In my experience, I feel that members of project teams spend so much time focused on their individual role or responsibility, they forget that they serve a larger role in helping support others with the change. I like sharing the ADKAR model so each member of the team can begin to recognize where resistance is stemming based on questions asked or comments made by others. This knowledge helps empower the team members to connect with the individual(s) to ask questions, opening the conversation, to determine (together) what is needed to help them move forward (awareness, knowledge, ability, etc.). Along with this, as each individual on the team went through the change process themselves, and many in different ways, using their insights and experience to support others in the organization removes the "burden" from the leader and engages the project team even more. 



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    Jennifer Stangl
    Director/Professional Development
    CUES Staff
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  • 7.  RE: Week 1: Section 1: Understanding Change Management

    Posted 05-10-2019 11:47
    Hi @Amey Sgrignoli
    I think most organizations struggle with communication surrounding change. ​​​​​​​​​As @Jennifer Stangl​​ mentions below, the project team can use the ADKAR model to open the conversation around the changes being made.
    Change is never easy to adapt to, professionally or personally. I am curious to know ​​​how the steps from this lesson help your credit union in the future!

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    Laura Gibbs
    CUES
    Online Community Engagement Administrator
    laurag@cues.org
    608.288.5352
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  • 8.  RE: Week 1: Section 1: Understanding Change Management

    Posted 06-03-2019 21:10
    Hi all!

    I know I'm a little behind since this started, but I really enjoyed the first section. I find one of the hardest things for organizations and leaders to do is be transparent, but I find that to be the most helpful in getting team members on board with and excited for change.

    Not explaining why you or your organization is doing something differently can mean the difference in whether the entire team is on board the entire time. Remaining transparent and reinforcing/explaining the why can also help create "change ambassadors" after the change has completed.

    This leaves me with a lot of thoughts:
    • What is the line between transparency and oversharing? I find that I'm willing to be much more transparent than others, and what I consider to be okay to share may seem like "too much information" to other people.
    • Should you wait until you have all of the answers before you tell people why? I hear this a lot, but to me it feels like it could be a "transparency excuse." That causes me to think that if you don't have all of the answers, why begin the change in the first place?
    I'm sure different scenarios bring about different answers as well.

    Looking forward to the rest of these sections!

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    Frank Kerner
    Content & Digital Strategist
    Pelican State CU
    Baton Rouge LA
    225.408.6100
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  • 9.  RE: Week 1: Section 1: Understanding Change Management

    Posted yesterday
    I see change management as a great tool to use when it is done correctly. Within the past year, my organization has been doing through change and it seems to be going easier due to open communication lines as everyone understands why the change is needed.

    I agree with Frank that transparency is one of the main things that leaders struggle with to show that the change being made is for the better of the organization and its people.

    I think that some leaders feel that they have to keep things close to the chest when in reality the more people that are informed can support the change and help spearhead it forward.

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    Jennifer Ertman
    Executive Administration Assistant
    Parkside Credit Union
    Westland MI
    734.525.0700
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