• Share
  • Email
  • Embed
  • Like
  • Save
  • Private Content
Change Management Presentation
 

Change Management Presentation

on

  • 3,347 views

 

Statistics

Views

Total Views
3,347
Views on SlideShare
3,220
Embed Views
127

Actions

Likes
5
Downloads
0
Comments
1

5 Embeds 127

http://hrm-in-greece.blogspot.com 113
http://hrm-in-greece.blogspot.gr 10
http://hrm-in-greece.blogspot.be 2
http://www.slideshare.net 1
http://hrm-in-greece.blogspot.se 1

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel

11 of 1 previous next

  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
  • short but excellent...
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

Change Management Presentation Change Management Presentation Presentation Transcript

  • Lessons learnt from change management research and practice Maria Vakola, PhD Assistant Professor Athens University of Economics and Business
  • You have to be the change you want to see ( Mahatma Gandhi )
    • His actions spoke much louder than any words
    • How do you communicate change in your organization?
    • Publications, communication campaigns and training programs can certainly introduce and explain the change
  • You have to be the change you want to see ( Mahatma Gandhi )
    • But only when top management “become s the change they want to see” in the organization will anybody else believe the change message
    • The concept of ‘ rolled up my sleeves ’
    • As a leader, manager, or HR specialist, ask yourself: “Have I become the change I want to see in this organization?”
    • Has our postgraduate course transformed you in a change agent?
  • Lewin’s model
  • The ‘silence’ factor
    • When your opinion is not valued
    • When nothing is changing
    • When your supervisor thinks you are a troublemaker
    • When your supervisor thinks that you are after his/her position
    • When you talk about the hard facts in the corridor
  • Arrogance
    • The big ‘ego’ problem
    • If you don’t listen, you don’t learn
    • Therefore, you don’t change
    • Think of the organizations that their branding will carry them on forever
    • The rest of the people has to change, not me
  • A very common excuse…
    • Think of a change in your organization. R epeat the following 5 words out loud without thinking about it too much:
    • "We can’t do that here”
    • Listen carefully to which of the five words you or your people stress – if it ’ s:
    • We – you/ they are worried about your/ their Identity
    • Can’t – you/ they are worried about their beliefs and values
    • Do – you/ they are worried about their skills
    • That – you/ they are worried about th is change
    • Here – you/ they are worried about your/their organization (culture, processes, values etc)
  • The three Hs
    • Their heads - share with them the facts, why there is a need for change, what are the advantages, what’s the plan etc.
    • Their hearts - remember that people share their knowledge and creativity in a trusted environment; they need to feel that they are valued, that they belong, and that they have joined the right company etc.
    • Their hands - share with them what their role will be in the new organisation, what behaviours will be expected from them, how will the change a ffect their daily lives etc.
  • Thanks for your attention