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    Managing Change

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    Corvitz Samarita
    This document discusses managing change and transitions in organizations. It outlines the challenges change masters face in building trust and managing resistance to change. It also discusses the dynamics of change, including excitement, cooperation, advancement and learning that must be balanced with alarm, resistance, people bailing out, and unlearning. The document introduces the Transition Management Team which is responsible for managing the process and emotions of change by emphasizing common goals and communication. It lists eight responsibilities of the TMT and discusses how the Burke-Litwin model can be applied to an organizational change scenario. Finally, it provides examples of managing change within local companies and work environments.

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    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd

    Managing Change

    Uploaded by

    Corvitz Samarita
    86 views12 pages
    This document discusses managing change and transitions in organizations. It outlines the challenges change masters face in building trust and managing resistance to change. It also discusses the dynamics of change, including excitement, cooperation, advancement and learning that must be balanced with alarm, resistance, people bailing out, and unlearning. The document introduces the Transition Management Team which is responsible for managing the process and emotions of change by emphasizing common goals and communication. It lists eight responsibilities of the TMT and discusses how the Burke-Litwin model can be applied to an organizational change scenario. Finally, it provides examples of managing change within local companies and work environments.

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    This document discusses managing change and transitions in organizations. It outlines the challenges change masters face in building trust and managing resistance to change. It also discusses the dynamics of change, including excitement, cooperation, advancement and learning that must be balanced with alarm, resistance, people bailing out, and unlearning. The document introduces the Transition Management Team which is responsible for managing the process and emotions of change by emphasizing common goals and communication. It lists eight responsibilities of the TMT and discusses how the Burke-Litwin model can be applied to an organizational change scenario. Finally, it provides examples of managing change within local companies and work environments.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    86 views12 pages

    Managing Change

    Uploaded by

    Corvitz Samarita
    This document discusses managing change and transitions in organizations. It outlines the challenges change masters face in building trust and managing resistance to change. It also discusses the dynamics of change, including excitement, cooperation, advancement and learning that must be balanced with alarm, resistance, people bailing out, and unlearning. The document introduces the Transition Management Team which is responsible for managing the process and emotions of change by emphasizing common goals and communication. It lists eight responsibilities of the TMT and discusses how the Burke-Litwin model can be applied to an organizational change scenario. Finally, it provides examples of managing change within local companies and work environments.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 12
    At a glance
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    The key takeaways are about managing change through transitions, challenges faced by change masters, dynamics of change and roles of transition management teams.

    Change is a situational event while transition is the psychological journey from one state to another.

    The responsibilities of a TMT include establishing guidance for change, stimulating conversation, providing resources, coordinating projects, ensuring message alignment and anticipating people problems.

    Managing Change

    The Art of Balancing


    Jeanie Daniel Duck (author, The Change Monster)

    Victorino Samarita July 2012

    Outline
    Change and Transitions
    Challenges for the Change Master Dynamics of Change

    Transition Management Team TMT


    TMT Responsibilities Burke-Litwin effects Local application Work implication Article evaluation

    * Words to Ponder *

    the wisdom of many is preferable to the brilliance of one


    Roman Pichler, Agile Product Management

    Change vs. Transition


    Change
    is an event is situational

    eg. Computerization of Inventory Management Transition is the journey from point A to point B
    is somehow psychological eg. Analysis of manual process, design of new
    system, programming the system, implementation, etc.

    Change Master Face-off


    Building trust Value ownership Willingness to participate Clearing-up uncertainties

    Process alignment vs. Do it your Way


    Re-training / Re-tooling

    Dynamics of Change
    the Balancing
    Exciting / Alarming Cooperation / Resistance Advancement / Bailed-out Learning / Un-Learning

    Agreements / Confusions
    The Ending . . . Neutral Zone . . . to the NEW Beginning

    Transition Management Team (TMT)


    Change handlers, not change experts Vanguard of CEO Manages process and EMOTIONS Emphasize common goals, common enemies, common victories Communicate Change Process, controls, multiple milestones

    8 Responsibilities of TMT
    Establish context for change and provide guidance

    Stimulate conversation
    Provide appropriate resources Coordinate and align projects Ensure congruence of messages, activities, policies, and behaviors Provide opportunities for join creation Anticipate, identify, and address people problems Prepare the critical mass

    Burke-Litwin Effects
    Scenario: Take-over of Company DEF by Company ABC
    External Environment

    Mission and Strategy

    Leadership

    Culture

    Structure

    Management Practices

    Systems

    Workgroup Climate

    Skills / Job Match

    Motivation

    Individual Needs and Values

    Performance

    Managing Change - Local


    San Miguel Corporations Expansions PLDT-Smart merger with Sun Cellular Departure of FORD Philippines Arrival of Trumps investments

    Hand-over of elected government officials


    Other, similar changes

    Managing Change - Work


    Job promotions Lateral transfers BPO acquisitions of new accounts Opening of new branches

    Introduction of new products


    Other market segmentations

    Managing Change - Ratings


    Content Presentation Details Clarity
    8.5 9.0 8.5 7.5

    8.375

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