Change management training

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Change management training

  1. 1. Change Management - by Bodhih Corporate Training 1
  2. 2. Learning Objectives• When you have completed this module, you will be able to define the key concepts associated with Change as a business process, and you will be able to: – Understand Change – Describe how to implement a Change Program – Identify and overcome Obstacles to Change 2
  3. 3. Learning Objectives• Using the knowledge gained, participants will be able to contribute to effective change in their organization• Understand the impact of change in the organization• Understand the requirement for a sound change process within the organization 3
  4. 4. What is Change? 4
  5. 5. Change• Change is the only constant that we can rely on in the business world• It is critical that organizations – understand change – promote change – cope with change – value change 5
  6. 6. Types of Change Incremental Incremental Planned Planned Transformational Transformational 6
  7. 7. Dimensions of Change Leader Driven Leader Driven Process Driven Process Driven Improvement Driven Improvement Driven Organizational Renewal Organizational Renewal 7
  8. 8. Leader Driven Change• Leader Driven Change may be seen where: – An organization gets a new leader who brings with them new ideas and approaches to the business – The leader of the organization realizes that change is crucial to survival and pushes it through the organization – In these cases it is vital that the leader ‘walks the talk’ in relation to the change 8
  9. 9. Process Driven Change • The change in this instance is focused primarily on the processes where: – Innovation is required to upgrade the process – Efficiency requirements are increased – Customer requirements mean that current processes are no longer capable – Best practice has emerged and needs to be introduced to the process 9
  10. 10. Improvement Driven Change • The emphasis in this type of change is to improve areas within the organization such as: – Development of new skills in the workforce through cross training – Implementation of findings from benchmarking activity – Implementation of best practice – Implementation of findings from continuous improvement activity 10
  11. 11. Organizational Renewal• This type of change is most radical in that it looks at the whole organization in terms of: – Maximizing benefits from synergistic activity – Business process reengineering – Adjustment of business activity due to market forces 11
  12. 12. Preparing For Change 12
  13. 13. Pre-requisites for Change• The pre-requisites for change are: – Pressure for change • if absent then prioritization is low and there is little action – A clear shared vision • if absent then the change process is unsustainable – Capacity for change • if absent there may be frustrations and anxiety – Actionable first steps • if absent there will be haphazard efforts and false starts 13
  14. 14. Pre-requisites for Change Pressure for Change Pressure for Change A Clear Shared Vision A Clear Shared Vision Capacity for Change Capacity for Change Actionable First Steps Actionable First Steps 14
  15. 15. Developing Belief• People need to believe in the change to give it their full support and commitment• A clear vision of what the change is about is vital• The vision will be dependent upon the following organizational factors – Purpose – Culture – Values – Mission 15
  16. 16. Resistance To Change 16
  17. 17. Why Change Doesn’t Work!• There are several reasons which can doom change from the outset – It’s the wrong idea – It’s the right idea but the wrong time – The reasons for the change are wrong – There is a lack of authenticity – Reality is far removed from the promise – Bad luck! 17
  18. 18. Why Change Doesn’t Work• Poor leader• Personal ambition gets in the way• People are not ready for the change• People get carried away• Conflict resolution takes too much energy These slides show that there are multiple reasons why a change process may not work The reasons may appear in isolation but usually in combinations! 18
  19. 19. Reasons for Resistance• People resist change because it is usually seen as – disruptive – unwelcome – intrusive – increasing workload 19
  20. 20. Resistance• Resistance can be caused by: – Lack of trust – Misunderstanding of the purpose – Peer pressure – Differing assessments of the situation – Previous bad experiences – Inertia – Change weariness – Fear – Ego 20
  21. 21. Resistance• The factors presented on the last slide can be grouped into three broad categories Social Social Psychological Psychological Formal Formal 21
  22. 22. Leading Change 22
  23. 23. Why Do We Need Change Leaders• Change Leaders are required in any change process to: – Focus the change effort – Set the direction of the change – Define the organizational aspects – Provide consistency 23
  24. 24. Communicating & Implementing Change 24
  25. 25. The Change Transition Need to take the new way Current CurrentSituationSituation Transition Transition New New Situation Situation Need to let go of the old 25
  26. 26. Implementing Change - Critical Success Factors Stakeholder Involvement Stakeholder Involvement Led From Top – Led From Top – Delivered From The Bottom Delivered From The Bottom Measured & Monitored Measured & Monitored 26
  27. 27. Implementing Change• The change process can be considered as a project and will be enhanced through – Excellent communication systems – Effective team working – Contingency planning – Progress monitoring & review – Consideration of emotional impact 27
  28. 28. Coping with Change• Some guidelines – Change is here to stay and it is normal – Recognize the need for change – Find out about change and reduce uncertainties – Face up to any negative responses you may have towards change – Negotiate so that as far as possible your own needs are addressed and met – Be adaptable and flexible – View change as an opportunity – Adopt a positive attitude 28
  29. 29. Change Failure 29
  30. 30. Change Failure• Here are some fundamental mistakes to avoid when leading and implementing a change process – No powerful guiding group – No vision – No communication of the vision – No short term wins – Victory declared too soon – No deep rooted change in the culture – Complacency 30
  31. 31. Are You Ready for Change?• From what we have discussed, is your organization ready for change? It had better be since: – Change is a fact of life – Change is required for long term success – Change is not optional 31
  32. 32. Summary• Change is the only constant in business• Change may be caused by internal or external factors• Resistance to change is a normal reaction• Change cannot always be planned 32
  33. 33. Summary• When change can be planned, use all available information when planning• Communication and involvement are key elements• Change requires a strong change leader• Recognize and overcome the known obstacles to change• Use change as a positive driver for the business 33
  34. 34. Contact UsWe can facilitate this program – customized for your requirement at your Locations Bodhih Training Solutions Pvt Ltd +91 80 4260 6666 solutions@bodhih.com www.bodhih.com 34

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