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  • The factors in a PESTLE analysis are: Political Environmental Social Technological Legal Economic

Factors Presentation Transcript

  • 1. Factors Influencing Organizational Change Faridah Norhazila Thiva
  • 2. Last Week
    • Change as an organizational process
    • Lewin’s model, Action Research etc.
  • 3. Factors Influencing Organizational Change
    • 2 approaches
      • Factors that affect the organization
      • Factors that affect the way it changes
  • 4. Factors that affect the organization
    • First, we need a model of the organization
    • We have chosen a long lived model…
  • 5. McKinsey 7S model From: The Art of Japanese Management, Tom Peters and Robert Waterman, 1981
  • 6. To Consider
    • What factors can & do affect your team’s facet of the organization?
  • 7. The factors which affect organizations
    • P – Political
      • The current and potential influences from political pressures
    • E - Economic
      • The local, national and world economic impact
    • S - Sociological
      • The ways in which changes in society affect the project
    • T - Technological
      • How new and emerging technology affects our project / organization
    • L - Legal
      • How local, national and global legislation affects the project
    • E - Environmental
      • Local, national and global environmental issues
  • 8. Factors that affect the way organizations change
    • Again we need a model, this time for organizational change
    • Last week we saw Lewin’s model
    • This week…
  • 9. Kotter's 8-Step Change Model From: Leading Change, John P Kotter - 1996
  • 10. To Consider
    • What are the factors that affect the steps in this change model?
  • 11. Step 1: Create a sense of urgency
    • For the change to happen, it needs the whole organization behind it – believing in it:
    • Identify potential threats and develop potential scenarios showing what could happen in the future
    • Examine the opportunities that should be exploited
    • Start discussions, giving people convincing reasons to start thinking and talking and thinking about the change
    • Rally support from your customers and outside investors to reinforce your argument
  • 12. Step 2: Form a change coalition
    • To help convince people that change needs to happen, find and fuel effective leaders in your organization:
    • Identify true leaders in your organization
    • Ask for emotional commitment from these people
    • Check your team for weaknesses and make sure you have a good mix of people from different areas and levels
  • 13. Step 3: Create a vision for change
    • You need a clear vision so people can understand the purpose of what you’re asking them to do:
    • Determine the values that are central to the change
    • Develop a short summary that captures what you see as the future of the organization
    • Create a strategy to execute the vision
    • Practice your vision speech often
  • 14. Step 4: Communicate the vision
    • What you do with your vision will determine whether you are successful or not and you’ll find many other run of the day company communications competing against yours:
    • At every opportunity, talk about your change vision
    • Address people’s concerns – and there will be concerns
    • Tie your vision to operations- training, reviews, hiring process …
    • Lead by example
  • 15. Step 5: Remove obstacles
    • You need to remove obstacles to empower people to execute your vision:
    • Identify change leaders
    • Recognize and reward people for making change happen
    • Identify those resisting change and help them see the need
    • Remove barriers – human and other
  • 16. Step 6: Create short-term wins
    • Success motivates – give your team a taste for success:
    • Pick a simple project you can implement with help from the die hard critics
    • Choose inexpensive projects where you can justify the spend
    • Reward the people the help you meet the goals
  • 17. Step 7: Build on the change
    • Real change runs deep – keep looking for improvements:
    • After every win, analyze what went right and what went wrong
    • Set goals to continue building on what you’ve achieved
  • 18. Step 8: Anchor the changes in corporate culture
    • Make the change stick!
    • Talk about progress every chance you get
    • Tell success stories
    • Include values when hiring or training staff
    • As key leaders of the change move on, be sure to replace them