Transcript
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IntroductionChange management is an approach toshifting/transitioning from a currentstate to a desired future state.
Manage the changes.Kotter defines change management asthe utilization of basic structures and
tools to control any organizationalchange effort.
To maximize an organization's benefitsand minimize the change impacts
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Change in business is not new its just accelerating due to
New technology.Global competition.
Growth & increased complexity.
The result: Change or die
The Nature of Cha
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Responsibility formanaging change
Responsibility for managing change iswith management and executives of
the organization. The manager has a responsibility to
facilitate and enable change.
Increasingly the manager's role is tointerpret, communicate and enable.
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Change managementprinciples
At all times involve and agree supportfrom people within system.
Understand where you/the organisationis at the moment.Understand where you want to be,when, why, and what the measures will
be for having got there.Communicate, involve, enable andfacilitate involvement from people, as
early and openly and as fully as isossible.
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John P Kotter's 'eight stepsto successful changeIncrease urgency,
Build the guiding team,
Get the vision right,Communicate for buy-in,
Empower action,
Create short-term wins,
Don't let up,
Make change stick.
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Process of Change management1. Preparing for Change
Define your change managementStrategy
Prepare your changeManagement team
Develop yourSponsorship model
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2. Managing change
Develop changeManagement plan
Take action andImplement plan
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3. Reinforcing Change
Collect andanalyze
feedback
Diagnose gaps andmanage
resistance
Implement correctiveactionsAnd celebrate
successes
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EMOTIONAL RESPONSETO
ORGANIZATIONAL CHANGE
D E N I A L
A N G E R
B A R G A I N I N G
D E P R E S S I O N
ACCEPTANCE
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Impact of OrganizationalChange on Employees
Negative Impact of OrganizationalChange on Employees.
Positive Impact of OrganizationalChange on Employees.
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Negative Impact
Mental Stress,
Loss of Loyalty,
Increased Time Away From Work,
Life Changes.
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Positive Impact
Staying Current,
New Opportunities,
Encouraging Innovation,
Increased Efficiency,
Improved Attitudes.
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Resistance to ChangeWhen the reason for the change isunclear,
When the change threatens to modifyestablished patterns of workingrelationships between people,
When communication about the
change has not been sufficient.When the benefits and rewards formaking the change are not seen as
adequate for the trouble involved
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Managing Resistance toChange.
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Ways to reduce resistanceto change:Involve interested parties in theplanning of change by asking them forsuggestions and incorporating theirideas.Address the "people needs" of thoseinvolved.
Focus continually on the positiveaspects of the change.
Deliver training programs that developbasic skills
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Thank you,,,,,,,,,,,,,,,,,,,,,,,,,,,
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