LEADING & MANAGING CHANGE Initiating & Implementing Change
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LEADING & MANAGING CHANGE
Initiating & Implementing Change
Objectives
• By the end of this session You will be able to• List steps of leading change• Identify leads for future
Leading and Guiding Change
• It requires taking into account– individuals and organisations– need to go through grieving including endings and
beginnings• Leaders of change must– build vision– define new rules and scripts– model the way– channel their positive energy into the process
Communicate About the Change
• Combine communication approaches• Use appropriate mode of communication• Avoid complex and vague language
Modelling the Change
• Leaders go first• Ideally, think and evaluate your actions• Be comfortable receiving direct and
constructive feedback
Involve Others in the Change
• Everyone contributes to the change• Provide others with varied opportunities to
shape the change• Handle resistance effectively
Help Others Break from the Past
• Encourage others to approach the future with a clean mental slate
• Make others understand that a bright future is not an extension of the present
• Encourage others to ask ‘why not?’
8 Steps of Leading Change
1. Establish a Sense of Urgency• Examine market & competitive realities• Identify & discuss crises, potential crises or
major opportunities2. Form a Powerful Guiding Coalition• Form a team with enough power to lead the
change effort
8 Steps of Leading Change3. Create a Vision• Develop strategies for achieving the vision4. Communicate the Vision• Teach new behaviour by the example of
guiding coalition5. Empower Others to Act on the Vision• Get rid of the obstacles• Change systems or structures undermining
the vision
8 Steps of Leading Change
6. Plan for & Create Short-Term Wins• Plan for visible performance improvements• Create those improvements• Recognize & Reward employees involved in
improvements
7. Consolidate Improvements & Produce still more change
8 Steps of Leading Change
8. Institutionalize new Approaches• Articulate the connections between the new
behaviours and corporate success• Develop means to ensure leadership
development & succession
SWOT Analysis
Strengths & WeaknessesInternal• Experience• Resources• Originality• Customer Service• Efficiency• Competitive Advantages• Infrastructure• Quality
Threats & Opportunities
External• Business Alliances• New Products and/or Services• Increasing Market Saturation• Targeting a New Market Segment• Regulations
Leading & Managing Change
Road Map
Objectives
By the end of this session you will be able to• Set & Implement goals to lead & manage
change
Change Management Cycle
Day--to--DayCommunicatio
ns
Step1: Setting Goals and Communicating
Expectations
Step2: Planning
Step3: Monitoring Progress and
Evaluating Performance
Step4: Reviewing & Recognising performance
Setting Goals involves
S.W.O.T. analysis• Strengths and Weaknesses are “Internal” &
“Present”• Threats and Opportunities are “External”• “Future”S.M.A.R.T. Goals• Specific, Measurable, Attainable, Realistic,• Time Bound
Planning involves• Identifying Critical Success Factor• Deciding Key Initiatives• Measures (Performance Indicators)• Delegating Responsibilities (Review touch• point)• Setting Deadlines (Review date)• Action Plans
Monitoring and evaluatinginvolves
• Measure performance indicators• Align plans
Reviewing involves
• Identification of barriers to performance• Feedback on performance• Performance gap analysis
Here it is important to stick to observations and not inferences
Leading Change- Strategy Matrix Vision:
Critical Success Factors
Key Initiative 1
Key Initiative 2
Key Initiative 3
Performa
nceIndicato
rs
CSF 1
CSF 2
CSF 3
Responsibility & Deadline
Personal Action Plan
To Do List
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