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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,,,,,,,,,,,,,,,,,,,,,,,,,,,