Change Management: "We Must Pledge Once More To Walk Into The Future."

Change Management
We must pledge once more to walk into the future.
What is change ??
Something different It is a fact of life to be welcomed - or something that occurs from time to time and disturbs our equanimity and is to be resisted Establish a business model that works and perpetuate it for as long as possible - with the same organizational motivations of survival, safety and comfort
CHANGE!! What's the need???

Market conditions Customer demand
Technologies
Input costs Competition
Two basic forms of change in organizations:

1. Planned Change
2. Unplanned Change
Managers must be prepared to handle both
Two Sides of Change
Technical Side of Change
Human Side of Change
Forces for Change...

Knowledge economy Virtual organizations Mergers & acquisitions
Electronic commerce
Digital convergence
Privatizations
Information Superhighway
... are transforming the world of business

A-2
ORGANIZATIONAL CHANGE MANAGEMENT
Types Of Change:PLANNED CHANGE UNPLANNED CHANGE
Planned Change
Goals Of Planned Change help org. adapt to change change employee behaviour Planned Change In Terms Of Order Of Magnitude 1st Order (Transactional Change) 2nd Order (Transformational Change)
Unplanned Change
...Change that is imposed on an organization and is unforeseen..
Areas Of Organizational Change:Goals & Strategies Technology Structure
People
How To Facilitate Change In An Organization: Create A Felt Need For Change Implement Change
Stabilize Change
Resistance To Change:Resistance to change is the action taken by individuals and groups when they perceive that a change that is occurring as a threat to them Reasons For Resistance:fear of the unknown lack of competence low trust not being consulted changes to routines
Overcoming Resistance To Change

EDUCATION AND COMMUNICATION PARTICIPATION FACILITATION AND SUPPORT NEGOTIATION MANIPULATION AND COOPTATION COERCION
Diagnosing Organizational Capability to Changestrategy
What is Diagnosis ?
Diagnosis is the process of understanding how the organization is currently functioning, and it provides information necessary to design change interventions
It is also a collaborative process between organization members and the OD (organization development) consultant to collect pertinent information, analyze it, and draw conclusions for action planning and intervention
Why is diagnosis important ?

Process may go out of control Huge costs incurred
Parameters used to diagnose organizational capability to change
Organizational Culture
Vision for Future
Commitment of Top Management
Risk taking attitude of top management
Risk taking capabilities of the organization
Effective Communication
Strong Leadership
Pool of dedicated managers and senior executives
Role of Leadership in change
TOPICS TO BE DISCUSSED
THE CHANGE AGENTS ROLE Dealing with Resistance to Change Management Styles for a given situation LEWINS THREE STEP CHANGE MODEL
company attempts a transformation
a sound plan
a robust execution strategy
designation of specific employees as change agents who lead the organization through the journey.
THE CHANGE AGENTS ROLE

The individual or group who undertakes the task of introducing and managing a change in an organization Change agents are leaders who cut across the organization and its business units without regard to the traditional hierarchy. Often these men and women are freed from day-to-day tasks in order to focus solely on leading and driving change. Directly or indirectly, they implement new processes, train employees on new procedures, and act as role models to demonstrate new and better ways to work. For example, change agents might spend more than 50 percent of their time visiting areas undergoing change, auditing progress, or advising managers on how to improve performance.
Internal Change Agents

Advantages know past history, political system, and culture must live with results of change so will move carefully Disadvantages may be associated with factions, accused of favoritism may be too close to the situation to be objective
External Change Agents

Advantages outsiders objective view impartiality Disadvantages limited knowledge of organizations history may be viewed with suspicion
The Flundonian Group is a Change Agent Company committed to inspiring and empowering individuals, organizations, and communities to reach their greatest leadership potential through the process of Change Agent Leadership Change Agent Leadership is designed to EQUIPE Global Change Agent Leaders with the necessary skills to prepare them for their work within the home, business, community, and around the globe.
EXAMPLE
Dealing with Resistance to Change

Communication
details rationale
Participation in the process
ownership commitment
Empathy and support
Management Styles for a given situation

Collaborative: Lets work this out together. Consultative: Your views are important & I really want your feedback. Directive: This is what I want you to do? Coercive: Do this or take the consequences.
LEWINS THREE STEP CHANGE MODEL

1. Unfreezing - involves encouraging individuals to discard old behaviors (creating need for change) 2. Changing - new attitudes, values, and behaviors are substituted for old ones 3. Refreezing - involves the establishment of new attitudes, values, and behaviours by use goals and rewards
How to manage transformations?
Video
The Case Study
Communicate Threat for not changing
Involve your team in decision making
Minimize Uncertainty
Explaining Reasons for change
Celebrate Team successes
Achieve Goal
Dated 13 Mar 2012
Questions??
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Change Management

We must pledge once more to walk into the future.

CHANGE!! What's the need???

Two basic forms of change in organizations:

Managers must be prepared to handle both

Two Sides of Change

Technical Side of Change

Human Side of Change

Forces for Change...

... are transforming the world of business

ORGANIZATIONAL CHANGE MANAGEMENT

Types Of Change:PLANNED CHANGE UNPLANNED CHANGE

Areas Of Organizational Change:Goals & Strategies Technology Structure

Overcoming Resistance To Change

Diagnosing Organizational Capability to Changestrategy

Why is diagnosis important ?

Parameters used to diagnose organizational capability to change

Vision for Future

Commitment of Top Management

Risk taking attitude of top management

Risk taking capabilities of the organization

Pool of dedicated managers and senior executives

Role of Leadership in change

company attempts a transformation

a robust execution strategy

THE CHANGE AGENTS ROLE

Internal Change Agents

External Change Agents

Dealing with Resistance to Change

Management Styles for a given situation

LEWINS THREE STEP CHANGE MODEL

How to manage transformations?

The Case Study

Communicate Threat for not changing

Involve your team in decision making

Explaining Reasons for change

Celebrate Team successes

Dated 13 Mar 2012

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