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Change Management<br />--YOUR ULTIMATE TEST AS A LEADER<br />
Change like a monster?<br />
Changes never worked out…<br />
Are you kidding me?!<br />
Changes have nothing to do with me…<br />
People have the very reason to say no to changes<br />
Things do change...<br />However...<br />
As a leader,<br />It’s your job to lead & manage change<br />
Businesses are changing;<br />Your competitors are changing.<br />
All you need to do,<br />Is just to take people out of their comfort zone...<br />
But...<br />How?<br />
Leaders who successfully transform business do eight things right & they do them in right order...<br />--john kotter<br />
Establish a sense of urgency<br />
Convince people that status quo is more dangerous than the unknown<br />
Make them <br />believe There is <br />something<br />really good in it<br />
75% of the management team support the change is a least<br />
Form a powerful guiding coalition<br />
Never work alone to facilitate a change<br />
Assemble a group with shared commitment & enough power to lead the change effort<br />
Encourage them to work as a team outside the normal hierarchy<br />
                       Create a vision<br />
People need to know where the change<br />leads to<br />
And how to get there<br />
Communicate the vision<br />
Walking the talk...<br />
Words along with deeds...<br />
Empower actions<br />
Remove obstacles undermining the vision<br />
Encourage risk taking & non-traditional actions<br />
Plan for & Create<br />short-term wins<br />
Define & engineer visible performance improvements<br />
Recognize & reward employees contributing to those improvements<br />
Consolidate improvements & produce more change<br />
Change more after the early wins<br />
Promote & develop employees who can implement the vision<br />
Reinvigorate the change process with new projects<br />
Institutionalize new approaches<br />
Articulate connections between new behaviors & corporate success<br />
Develop leadership consistent with the new approach<br />
Too many managers don’t realize that transformation is a PROCESS, not an event.<br />                                     ...
You need another perspective<br />
Elements of change management<br />
Confusion<br />anxiety<br />Resistance<br />frustration<br />False start<br />Action plan<br />resources<br />incentives<b...
A global insight<br />
THANK YOU VERY MUCH<br />
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Change Management

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Methods to facilitate organizational change

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Transcript of "Change Management"

  1. 1. Change Management<br />--YOUR ULTIMATE TEST AS A LEADER<br />
  2. 2. Change like a monster?<br />
  3. 3. Changes never worked out…<br />
  4. 4. Are you kidding me?!<br />
  5. 5. Changes have nothing to do with me…<br />
  6. 6. People have the very reason to say no to changes<br />
  7. 7. Things do change...<br />However...<br />
  8. 8. As a leader,<br />It’s your job to lead & manage change<br />
  9. 9. Businesses are changing;<br />Your competitors are changing.<br />
  10. 10. All you need to do,<br />Is just to take people out of their comfort zone...<br />
  11. 11. But...<br />How?<br />
  12. 12. Leaders who successfully transform business do eight things right & they do them in right order...<br />--john kotter<br />
  13. 13. Establish a sense of urgency<br />
  14. 14. Convince people that status quo is more dangerous than the unknown<br />
  15. 15. Make them <br />believe There is <br />something<br />really good in it<br />
  16. 16. 75% of the management team support the change is a least<br />
  17. 17. Form a powerful guiding coalition<br />
  18. 18. Never work alone to facilitate a change<br />
  19. 19. Assemble a group with shared commitment & enough power to lead the change effort<br />
  20. 20. Encourage them to work as a team outside the normal hierarchy<br />
  21. 21. Create a vision<br />
  22. 22. People need to know where the change<br />leads to<br />
  23. 23. And how to get there<br />
  24. 24. Communicate the vision<br />
  25. 25. Walking the talk...<br />
  26. 26. Words along with deeds...<br />
  27. 27. Empower actions<br />
  28. 28. Remove obstacles undermining the vision<br />
  29. 29. Encourage risk taking & non-traditional actions<br />
  30. 30. Plan for & Create<br />short-term wins<br />
  31. 31. Define & engineer visible performance improvements<br />
  32. 32. Recognize & reward employees contributing to those improvements<br />
  33. 33. Consolidate improvements & produce more change<br />
  34. 34. Change more after the early wins<br />
  35. 35. Promote & develop employees who can implement the vision<br />
  36. 36. Reinvigorate the change process with new projects<br />
  37. 37. Institutionalize new approaches<br />
  38. 38. Articulate connections between new behaviors & corporate success<br />
  39. 39. Develop leadership consistent with the new approach<br />
  40. 40. Too many managers don’t realize that transformation is a PROCESS, not an event.<br /> --john kotter<br />
  41. 41.
  42. 42.
  43. 43. You need another perspective<br />
  44. 44. Elements of change management<br />
  45. 45. Confusion<br />anxiety<br />Resistance<br />frustration<br />False start<br />Action plan<br />resources<br />incentives<br />skills<br />Vision<br />
  46. 46. A global insight<br />
  47. 47.
  48. 48.
  49. 49.
  50. 50.
  51. 51.
  52. 52. THANK YOU VERY MUCH<br />
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