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Changemanagement
Changemanagement
Changemanagement
Changemanagement
Changemanagement
Changemanagement
Changemanagement
Changemanagement
Changemanagement
Changemanagement
Changemanagement
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Changemanagement

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  • 1. CHANGEMANAGEMENT
  • 2. Change Management Why is change management important Change management and Consultants Benefits of hiring consultants What will this change mean to me Two perspectives An Overview of Change Management
  • 3. Why is change management important Improvement in Performance. Minimizes Disruptive Aspects. Minimize The Impact On Productivity. To Enhance Positive Opportunities. Avoid Unnecessary Turnover or Loss of Valued Employees. Respond More Quickly To Customer Demands. Eliminate Any Adverse Impact On Customers. Achieve The Desired Business Outcomes as soon as Possible.
  • 4. Change management and Consultants Why We Need Consultants Evaluating The Organizations Business Implementing The Change Effectively and Quickly Introduce Change Only Where Needs to be Implemented
  • 5. Benefits of hiring consultants Provide companies smooth progression from the old situation to new with minimum disruption to morale, output or image. Consultants provide executive management and staff support for morale issues and concerns caused by changes. Consultants help to identify any gaps or problems in existing change management plan. Consultants manage public relations so to provide public the correct perception of the change
  • 6. What will this change mean to meTo complete the picture, consider the consultant or project team who is responsible to design and implement the change. They have their own agenda acting on behalf of the business leaders who charted the change.The result is a potentially dangerous mix of different priorities, different knowledge sets and different driving forces.
  • 7. What will this change mean to me (continued)If the change is not managed properly, these different values and driving forces clash resulting in unfortunate outcomes for the business. Employees resist the change. Valued personnel leave the organization. Critical projects are delayed. Customers feel the impact indirectly through upset employees. Productivity declines.
  • 8. Two perspectivesThere are two perspectives to Change Management. Organizational change management. Individual change management.
  • 9. Organizational change management. the management of change from the perspective of a manager or project team. It is the perspective of “business leadership” from the “top” looking down into the organization. The primary focus is around change management strategies, communication plans and training programs. The involved parties include project team members, human resources and key business leaders that sponsor the change. Organizational change management provides the knowledge and skills to implement a methodology and tools for managing change throughout an organization.
  • 10. Individual change management. The management of change from the perspective of the employees. They are the ones who ultimately must implement the change. The primary concerns are the coaching required to help individuals understand their role and the decisions they make in the change process. In this arena, you will need to provide tools that employees can use to navigate their way through the change.
  • 11. An Overview of Change Management Change projects fail more often from lack of effective change management than any other single reason. Teams that ignore change management cite this as one of the “most important lessons learned” during their project. Teams that use change management techniques have: Reduced turnover and the loss of valued employees Accelerated the implementation of the change Reduced productivity loss and employee resistance What many teams lack, however, is a solid understanding of what change management is and how to implement change management tactics.

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