Professional Documents
Culture Documents
-Winston Churchill
CHANGE IS THE ONLY THING THAT WILL NEVER CHANGE. SO LETS LEARN TO ADAPT IT BY
CHANGE MANAGEMENT
What is Change?
New Materials
Seven Things Happen When People Find Themselves in a Situation of Change K. Blanchard
1. Doing something that they are not used to doing (feeling awkward, ill-at-ease, selfconscious) 2. Thinking first what you have to give up, not what you have to gain (grieving for what will be lost). 3. Feeling alone, even if others are going through the change (structure exchanges because people cant think of it naturally) 4. People can handle only so much change (a few may be okay; too many are overwhelming)
5. People are at different levels of readiness for change (not good or bad; dont label or be judgmental; also it can be situational). 6. People will be concerned that they dont have enough resources (people need help realizing that there are more resources around them than they thought). 7. If the pressure is off, people will revert back to old Behaviour (relapse is natural; yelling doesnt work).
What is Change?
The term change refer to an alteration in a system-whether physical, biological or social. Thus Organizational change is the alteration of work environment in an organization. It implies a new equilibrium between different components of the organizationtechnology, structural arrangement, job design and people.
Definition
Change is an alteration in the existing field of forces which tends to affect the equilibrium. Organization can deal with these changes effectively by bringing about an alteration or change among these forces so as to reduce tension .
What is Change? Why should organization plan for and seek change?
Change implies making an essential difference, often amounting to a loss of original identity or a substitution of one thing for another.
Objective: To maximize the collective benefits for all people involved in the change and minimize the risk of failure of implementing the change.
The discipline of change management deals primarily with the human aspect of change, and is therefore related to pure and industrial psychology.
Internal Factors
Changes in Management Personnel Deficiency in Existing organization
Cost cutting
Cultural change
People-sided From command-and -control toward participative management From product-push to customer-orientation
Being reactive implies your action begins after the fact; acting in response to a stimulus or situation, as if simply poised waiting for something to happen. E.g. we usually feel reactive when we are hit with something we did not anticipate. Proactive change involves actively attempting to make alterations to the work place and its practices. Reactive change occurs when an organization makes changes in its practices after some threat or opportunity has already occurred.
Proactive Changes
proactive, which implies that your response is preceding the action. Creating a solution before being requested to have one. Anticipating what is needed and having it ready. Companies that take a proactive approach to change are often trying to avoid a potential future threat or to capitalize on a potential future opportunity.
Planned Change
Planned change is the deliberate design and implementation of a structural innovation, a new policy or goal, or a change in operating philosophy, climate or style. Once managers and an organization commit to planned change, they need to create a logical step-by step approach in order to accomplish the objectives. Planned change requires managers to follow a process for successful implementations.
Technology
Task
People
Unfreezing
Changing
Refreezing
Feedback
Process of Planned Changes
A person who leads a change project or businesswide initiative by defining, researching, planning, building business support and carefully selecting volunteers to be part of a change team. a professional person who influences innovationdecisions in a direction deemed desirable by a change agency.
A change agent lives in the future, not the present. A change agent is fueled by passion, and inspires passion in others A change agent has a strong ability to selfmotivate A change agent must understand people
Change agency
Change System
Cognitive Skills:
Self-understanding Conceptualization Evaluation
Action Skills:
As a Counsellor As a facilitator As a consultant
Communication Skills:
ADKAR is useful for individual change management between supervisor and employees.
Awareness Desire Knowledge
Ability
Reinforcement
Procedure
Goal oriented Involvement of parties Proper support
Lack of courage
Poor motivation
ADKAR
Awareness of the need for change (why). Desire to support and participate in the change (our choice). Knowledge about how to change (the learning process). Ability to implement the change (turning knowledge into action). Reinforcement to sustain the change (celebrating success).
Clear Communication
and
Excellent Training