Tools you can use.
Change Management Report
Everybody can and does change. However, we all go about it in different ways. The ease or difficulty we experience depends on how well the kind of change we are attempting matches our way of doing things.
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Report Details
This report outlines the likely responses of a person to different kinds of change. It identifies specific vulnerabilities the particular person is likely to experience in the change process. Everyone has them. They just arise in different parts of the process. The report identifies where these are.
The Report also identifies the strengths that the person brings. Like vulnerabilities, these lie in different places. Finally, it offers some suggestions on the person might better align their style with the change situation that is being confronted.
The "I Opt" Change Management Report is designed to be compatible with all Change Management Programs and paradigms. It does this by focusing on the information processing fundamentals that are common to any and all change situations. This means that it can be incorporated into an established program as well as forming the core of a new program.
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The Report also identifies the strengths that the person brings. Like vulnerabilities, these lie in different places. Finally, it offers some suggestions on the person might better align their style with the change situation that is being confronted.
The "I Opt" Change Management Report is designed to be compatible with all Change Management Programs and paradigms. It does this by focusing on the information processing fundamentals that are common to any and all change situations.
The Change Management Report can be used to orient people to the change process and sensitize them to the differences that they will see played out as the change process unfolds. Since the report is designed not to offend or threaten, it can be used in both an individual or a team, department or other group context.
The report can also be used as a standalone format or in conjunction with any change management program. It will fit at almost any point in the program being used. The report is designed to be judgmentally neutral and offers positive suggestions that are appropriate to the particular individual. This personalization can help make classroom sessions more personally relevant to the participants.
Obtaining a Report
People with an internet account can access the report directly from their Internet. Turnaround time is currently under 5 minutes.
Individual instance users can obtain the report from Professional Communications Inc. (the owner of "I Opt" technology) in any manner preferred by the client (e.g., email, fax, surface mail, private courier, telephone, etc.). Turnaround time is usually less than 24 hours. Contact us for more information.
Report Contents
Report Contents
The "I Opt" Change Management Report uses the "I Opt" 24-question survey as its input document. This is the same survey as used for all other "I Opt" reports. Since they are based on the same technology, these reports will not conflict and can be used in combination.
For example, all change involves learning. If appropriate, the Learning Report can be used in conjunction with the Change Management Report with no risk that they will in any way conflict. .
The Change Management Report is written at an 8th grade reading level in a mature, respectful tone. It neither "speaks down" nor unnecessarily elaborates. It adopts a "matter of fact" posture so that it can be used at all levels without being concerned about whether it is appropriate to the audience. The report:
- Identifies the style the person prefers. It stresses that no style is better than any other. This helps insure that no style is seen as naturally advantaged over any other.
- It identifies characteristics inherent in the style being used by the individual. It includes the likely responses to change. Typical postures are framed in terms relevant to change situations (e.g., attitude, horizon, reaction, focus, risk, etc.).
- It explains what was measured in the "I Opt" Survey. It shows why reactions to change will vary between people. This is done in a nonjudgmental manner and in a way that people find easy to accept and act upon.
- It describes the overall profile of the individual and shows that everyone has a capacity in all styles. But the strength differs. These differences produce different responses to change.
- The three-step process that is inherent in any change situation is described. The individuals likely response to each stage is specified.
- The strategic pattern of the person is introduced. The pattern describes the longer-run response of a person to change. Change typically has may facets. This portion of the report is useful in assessing change situations of longer duration or more complex character.
- Change typically occurs in a group context. People must not only change themselves but must also accommodate others. This section provides a “thumbnail” tool for identifying the likely posture of others. It identifies the value these postures bring. It then offers ideas on how the person might best integrate themselves with these other people in a way that benefits themselves and the change initiative.
- The report shows that no style is better or worse than any other. All have shortcomings to offset and strengths to contribute. The success of the change effort is shown to the result of how well strengths are used to offset the vulnerabilities within the group.
- If the person has a "split style" an additional page is produced. This occurs in less than 15% of the cases. A split style is not bad but must be managed a bit differently than more traditional frameworks. This page spells out some of the considerations involved.
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The Change Management Report focuses on how a person's preferred information processing elections influence their reaction to change.
The report is generated using the same "I OPT" Survey form that is used by the other "I OPT" reports and analyses. The report is designed to work either independently or in conjunction with any change management program. It is judgmentally neutral and can be used in both group and individual settings.
The person’s way of navigating life is identified and related to the change process. It is pointed out that every style will offer both opportunities and challenges.
The person's primary and secondary information processing styles are identified. The qualities that are typically associated with change situations are specified. This section typically brings a positive response and can be used as a basis of individual or group discussion
The person's primary and secondary information processing styles are identified. The qualities that are typically associated with change situations are specified. This section typically brings a positive response and can be used as a basis of individual or group discussion
A person's information processing styles are defined. The relative strength of each style is depicted. Everyone has at least some level of each style. The reaction to change is related to these styles and measures.
The probable reaction to change is stated in terms of fundamental processes that must occur in any change situation. Advise on accommodating change in each stage is offered
The concept of strategic pattern is introduced. This is long-run responses to change. Opportunities and exposures that are not visible in the short-run can surface over longer periods.
The potential exposures of each strategic pattern are specified and ways of offsetting them are suggested.
People typically work in groups. Change initiatives almost always involve multiple people working together toward a common goal. This page of the report gives a thumbnail method of identifying the preferences of others. It suggests methods that a person can use to leverage the strengths of others.
The person's overall profile is explained. It is noted that this profile is not better or worse than any other—just different. This helps to build a degree of tolerance for the differences that will become visible in the change process.
If the person uses a split style the report generates an extra page that outlines how to handle this unique condition. This condition occurs in less than 15% of the average population and will not be frequently encountered.