9 welcoming change


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9 welcoming change

  1. 1. Welcoming, Coping & Committing to Change Welcoming Change
  2. 2. On Change <ul><li>CHARLES F. KETTERING Said, Change “is a high hat word that scares a lot of people” </li></ul>Welcoming Change
  3. 3. <ul><li>Near the end of the 15 th century BC, a Greek Philosopher Heraclitus pointed out , &quot; You can not step twice into the same river” </li></ul><ul><li>For Heraclitus, change was a fundamental constant in a way he conceived the world. </li></ul>Welcoming Change
  4. 4. If we accept this account, it is not surprising that we see change as fundamental to our definition as human beings. We change along with the world around us. Welcoming Change
  5. 5. <ul><li>It is common and to a certain extent human beings resist change. Most people have a tendency for nesting. That is being contented . Arranging life around us to make it comfortable place we can. Then we try to dwell it in that comforting place </li></ul><ul><li>  </li></ul>Comfort Zone Welcoming Change
  6. 6. <ul><li>  We fight change with all our strength because in our mind change will shake our nest and consequently make our life uncomfortable </li></ul>Welcoming Change
  7. 7. The problem with keeping things the same is that we not only fight against change, we also fight against improvement. In fact, there is no improvement without change. In order for something to get better, some changes need to occur Welcoming Change
  8. 8. <ul><li>But should we welcome change? </li></ul><ul><li>The answer depends on what we mean by word WELCOME, if the answer is clearly YES, we are ready to leave our comfort zone. . . </li></ul>Welcoming Change Welcoming Change
  9. 9. Welcoming Change
  10. 10. Growing Ageing CORPORATE LIFECYCLES Dr. Ichak Adizes: Predicting Corporate Cultures Ref. Roldan’s HRD PHILIPPINES Courtship Infant Adolescence Prime Stable Aristocracy Early Bureaucracy Bureaucracy Death Welcoming Change
  11. 11. <ul><li>Who we become is determined by how we react to change, when a change occurs </li></ul>Comfort Zone Twilight Zone Welcoming Change
  12. 12. <ul><li>There are several key aspects welcoming change: </li></ul><ul><li>a. Graciousness and openness to difference </li></ul><ul><li>b. A welcoming attitude towards change requires listening and making the strange familiar </li></ul>Welcoming Change
  13. 13. c. Respect for diversity. It recognizes that no one individual has the source of all knowledge and that every individual possesses knowledge no one else has. Thus, diversity becomes a resource for growth and not a problem to overcome Welcoming Change
  14. 14. <ul><li>d. Humility: a welcoming attitude incorporates a strong dose of humility as well. Rather than emphasizing he accumulation of knowledge and skills, it assumes a continual incompleteness in knowledge and skills </li></ul>Welcoming Change
  15. 15. <ul><li>e. Growth through overcoming difficulties. In welcoming change, we seek to discover new connections, new possibilities. </li></ul>Welcoming Change
  16. 16. <ul><li>When experience are negative. We move on. Mistakes are our learning points. If you make mistakes don’t pass the blame. Avoid blame casting. Successful entrepreneurs learn from their mistakes. </li></ul>Welcoming Change
  17. 17. Nelson Mandela of South Africa said: “The greatest glory of living lies in never failing but in rising every time you fall” Welcoming Change
  18. 18. <ul><li>g. Welcome any suggestions or comments that could help your organization move up further. Get ideas from everywhere </li></ul>Welcoming Change
  19. 19. <ul><li>A Journey of a thousand miles begins with a single step </li></ul>Welcoming Change
  20. 20. <ul><li>to change? </li></ul><ul><li>to transform? </li></ul><ul><li>to redirect our mindset & our perspective? </li></ul><ul><li>to let go in order to hold on to something stronger ? </li></ul>Are we willing to take the journey ? Welcoming Change
  21. 21. Welcoming Change
  22. 22. Mindset <ul><li>Fixed </li></ul>Growth vs. <ul><li>Stagnate </li></ul><ul><li>Vegetate or obsolescence </li></ul><ul><li>Inaction </li></ul><ul><li>Do nothing </li></ul><ul><li>Innovate </li></ul><ul><li>Continuous improvement </li></ul><ul><li>Decide </li></ul><ul><li>Do something </li></ul>Welcoming Change
  23. 23. <ul><li>The irony is that the fixed mindset person ends up sabotaging himself because his fixed mindset world view also makes it difficult for him to take risks, or to develop his abilities, in other words, to grow. </li></ul><ul><li>The fixed mindset person doesn't, after all, believe in growth. As a result fixed mindset people become quite frustrated. </li></ul>Fixed Mindset Welcoming Change
  24. 24. <ul><li>Prof. Dweck definition of success for a person with a growth mindset - is growth and improvement. Have I improved? Am I doing better today than yesterday? These are the questions a growth mindset uses to evaluate performance. </li></ul><ul><li>If I have improved then I am a success. If I have not improved then I need to change the way I'm studying, or practicing or preparing. </li></ul>Growth Mindset Welcoming Change
  25. 25. Making the Switch Attitude is a SMALL thing but makes a BIG difference Welcoming Change
  26. 26. “ Change will not come in one fell swoop. It will be built on a daily basis with the sacrifices and unselfish acts of each one of us. Even simple acts of self discipline go a long way,” Welcoming Change
  27. 27. <ul><li>Getting people to change is a slow process particularly if some aspects of their life style need to be curtailed, but gradually they will come on board if the change process is managed properly. </li></ul>Welcoming Change
  28. 28. <ul><li>Change is a slow process </li></ul><ul><li>Fruit always matures and ripens slowly </li></ul>P o w e r U p Welcoming Change
  29. 29. <ul><li>Change never ends. Organizations that appreciate this reality fare better than those do not </li></ul>Welcoming Change
  30. 30. NATURE VS. CULTURE Welcoming Change Culture type Defining characteristics Power culture Centralized, hierarchical and patriarchal. Role culture works on rules and procedures, typical of a bureaucracy. Task culture analytical, knowledge based, focus on getting the job done. Person culture individualism, autonomy, freedom to operate professionally.
  31. 31. NATURE VS. NURTURE Welcoming Change
  32. 32. Managers to develop an appropriate culture. New employees will not be aware of the culture and this may lead to people not 'fitting in' and not operating effectively. Managers must be aware of the culture and attempt to modify it if it is not appropriate for the success of the organization Welcoming Change
  33. 33. Induction training must make new employees aware of the culture. Culture is not a visible management system to be designed but it is something that evolves in an organization over a period of time and is influenced by the attitudes of its senior members.. Welcoming Change
  34. 34. <ul><ul><ul><li>Stimulated </li></ul></ul></ul><ul><ul><ul><li>Motivated </li></ul></ul></ul><ul><ul><ul><li>Enhanced </li></ul></ul></ul><ul><ul><ul><li>Nurtured </li></ul></ul></ul><ul><ul><ul><li>Managed </li></ul></ul></ul><ul><ul><ul><li>Sustained </li></ul></ul></ul>TEAM CHALLENGE Welcoming Change
  35. 35. <ul><li>ADAPTATION </li></ul><ul><li>HABITUATION </li></ul><ul><li>CULTURALIZATION </li></ul>Welcoming Change
  36. 36. <ul><li>When life has meaning, you can bear almost anything, without it nothing is bearable </li></ul>Welcoming Change
  37. 37. “ it has been said that people can be placed in three classes, the MANY who watch things happen classes; the FEW who makes things happen and The OVERWHELMING MAJORITY who have no idea what has happened.” NICHOLAS MURRAY BUTLER Welcoming Change
  38. 38. Thank You for your Attention & Participation Welcoming Change