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Training module:Change management

Training module:Change management






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    Training module:Change management Training module:Change management Presentation Transcript

    • OBJECTIVE • Change management is a structured approach for ensuring that changes are thoroughly and smoothly implemented, and that the lasting benefits of change are achieved • CM process is always easier when people know what they are getting into, feel supported, and are prepared for what lies ahead, both good and bad
    • PHASES OF CHANGE MANAGEMENT PROCESS Reinforcing change Collect and analyze feedback Diagnose gaps and implement corrective actions Managing Change Develop CM plans Take action & implement plans Preparing for change Define your CM strategy Prepare your CM team
    • CM in educational institutions • Shift of library • Change in classroom locations • Change in timings of class
    • Success of CM Success factors • Uncover the greatest contributors to the success of a change management program Role of top management • Learn the key activities for executive sponsors, as well as the most common mistakes they make when leading change Resistance to change • Learn the primary reasons for resistance to change and the most effective tactics to manage resistance
    • Success of CM Methodology • Read about the ‘must do’ activities for each phase of the project Communications • Discover the most effective methods of communication during the project Change management competency • Learn about building change competency in your organization
    • Change saturation • Find out about new data on organizations and employees reaching their change capacity and what to do about it
    • Benefits from sitting on the floor • Increased level of consciousness • Support your body • Yoga pose • Blood circulation directed to heart • Makes you more flexible • Strengthen the lumbar region • Example: wedding, child growth
    • CM in Training and Development Mobilise Discover DeepenDevelop Deliver
    • • Mobilise ▫ Ice Breaking ▫ Brainstorming • Discover ▫ Prioritisation matrix ▫ A day in the life of… • Deepen ▫ Fish bone analysis ▫ 5 whys
    • • Develop ▫ Problem solving ▫ Team building • Deliver ▫ Manage uncertainty
    • Take a Break • Form pairs
    • Do all changes face resistance • NO!! • While certain changes are absolutely necessary, a few others are necessary and important as well which has to be conveyed to the audience who face it • Sometimes people resist only a part of change while some changes are readily welcomed
    • WHERE TO START? Consider the following questions to help you gauge your preparedness for the initiative • Do I know the changes, their impact, rationale and benefits? • Do I believe the change is worthwhile? • How is the change impacting my existing workload? • How can I communicate the need for change • Are there other parallel issues that will have an impact on the changes I’m managing? • Can we combine forces and integrate plans and communication?
    • • What changes will happen and when? • Can I sensibly lessen the impact? • Do change leaders know their responsibilities • Has change successfully occurred in these groups in the past? • Can we learn from what did or did not work well? • What level of trust exists between groups and how can this be improved? • When is communication necessary? • How can I make the messages clear, interesting, and engaging? Based on the questions above, do you generally have a positive or negative opinion of the change?
    • Steps to effective change management • Increase urgency • Build the guiding team • Get the vision right • Communicate for buy-in • Empower action • Create short-term wins • Make change stick
    • Truth about change management • What motivates you doesn’t motivate most of your employees • You are better off letting them write their own story • It takes both + & - to create real energy
    • • http://www.youtube.com/watch?v=dhkLMKxnc c8 • http://www.youtube.com/watch?v=wU3bTkqH oXc