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Leading&managing change2

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  • 1. LEADING & MANAGING CHANGEInitiating & Implementing Change
  • 2. Objectives• By the end of this session You will be able to• List steps of leading change• Identify leads for future
  • 3. Leading and Guiding Change• It requires taking into account– individuals and organisations– need to go through grieving including endings andbeginnings• Leaders of change must– build vision– define new rules and scripts– model the way– channel their positive energy into the process
  • 4. Communicate About the Change• Combine communication approaches• Use appropriate mode of communication• Avoid complex and vague language
  • 5. Modelling the Change• Leaders go first• Ideally, think and evaluate your actions• Be comfortable receiving direct andconstructive feedback
  • 6. Involve Others in the Change• Everyone contributes to the change• Provide others with varied opportunities toshape the change• Handle resistance effectively
  • 7. Help Others Break from the Past• Encourage others to approach the futurewith a clean mental slate• Make others understand that a brightfuture is not an extension of the present• Encourage others to ask ‘why not?’
  • 8. 8 Steps of Leading Change1. Establish a Sense of Urgency• Examine market & competitive realities• Identify & discuss crises, potential crises ormajor opportunities2. Form a Powerful Guiding Coalition• Form a team with enough power to lead thechange effort
  • 9. 8 Steps of Leading Change3. Create a Vision• Develop strategies for achieving the vision4. Communicate the Vision• Teach new behaviour by the example ofguiding coalition5. Empower Others to Act on the Vision• Get rid of the obstacles• Change systems or structures underminingthe vision
  • 10. 8 Steps of Leading Change6. Plan for & Create Short-Term Wins• Plan for visible performance improvements• Create those improvements• Recognize & Reward employees involved inimprovements7. Consolidate Improvements & Produce stillmore change
  • 11. 8 Steps of Leading Change8. Institutionalize new Approaches• Articulate the connections between the newbehaviours and corporate success• Develop means to ensure leadershipdevelopment & succession
  • 12. SWOT AnalysisStrengths & WeaknessesInternal• Experience• Resources• Originality• Customer Service• Efficiency• Competitive Advantages• Infrastructure• Quality
  • 13. Threats & OpportunitiesExternal• Business Alliances• New Products and/or Services• Increasing Market Saturation• Targeting a New Market Segment• Regulations
  • 14. Leading & Managing ChangeRoad Map
  • 15. ObjectivesBy the end of this session you will be able to• Set & Implement goals to lead & managechange
  • 16. Change Management CycleDay--to--DayCommunicationsStep1: Setting Goalsand CommunicatingExpectationsStep2:PlanningStep3: MonitoringProgress andEvaluatingPerformanceStep4:Reviewing &Recognisingperformance
  • 17. Setting Goals involvesS.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
  • 18. Planning involves• Identifying Critical Success Factor• Deciding Key Initiatives• Measures (Performance Indicators)• Delegating Responsibilities (Review touch• point)• Setting Deadlines (Review date)• Action Plans
  • 19. Monitoring and evaluatinginvolves• Measure performance indicators• Align plans
  • 20. Reviewing involves• Identification of barriers to performance• Feedback on performance• Performance gap analysisHere it is important to stick to observations and not inferences
  • 21. Leading Change- Strategy MatrixVision:Critical SuccessFactorsKeyInitiative 1KeyInitiative 2KeyInitiative 3PerformanceIndicatorsCSF 1CSF 2CSF 3Responsibility &Deadline
  • 22. Personal Action PlanTo Do List