Managing change


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Managing change is a key skill. Meet Change, Understand Change, and Manage Change.

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Managing change

  1. 1. Managing Change v1 Sreeram Kishore ChavaliFeedback? Send email to cskishore @ gmail dot com
  2. 2. Meet ‘Change’∗ Awareness is key∗ Change is always happening and awareness helps∗ Understand and deal with change in a better way∗ Develop skills to deal with change∗ You cannot wish ‘Change’ to go away by ignoring
  3. 3. Where?∗ Personal Life∗ At Work∗ Society/Community
  4. 4. Flavors of Change?∗ Positive Change ∗ Less resistance ∗ Generates positive energy∗ Mostly Negative Change ∗ Threatens ∗ Causes problems∗ Mixed Change ∗ Some positive outcomes ∗ Some negative outcomes
  5. 5. Change Triggers People Expansion/Reduction Process• New leaders, team • Product • New Process members joining • Location • Change of Process• Leaders, Team • Unit • Obsolete a process members leaving • More.. • More..• Change of responsibilities • Promotion • Transfer • New Job
  6. 6. ExamplesChange Trigger & Flavor Duration for Stability/CompletionChange of CEO People 6-12 months MixedNew Product People, Process 6+ months PositivePromotion People 1-3 months PositiveRetire a product, People 3+ monthsbusiness unit Mostly Negative
  7. 7. Exercise∗ List 5 to 10 changes in your recent experience∗ Categorize them as People, Process or Both∗ Define Change Type as Positive, Mixed, Negative∗ Define Anticipated duration of change Vs Actual∗ What happened?∗ What could have been done differently?
  8. 8. People∗ Always happening∗ Harder to manage than process changes∗ How to fill the ‘void’? Or deal with new ‘energy’?∗ Who is impacted most?∗ How are they coping? ∗ With news of change ∗ Immediately after the change ∗ Some time after change∗ What is ‘support’ system for people?∗ Help people to get through this ‘safely’
  9. 9. Expansion/Reduction∗ Business Unit ∗ Creating new one ∗ Closing existing unit∗ New Product ∗ Building new product ∗ Dropping an existing product∗ More…
  10. 10. Process∗ Triggered based on what is working and/or what is not working∗ New rules, forms, checkpoints∗ More…
  11. 11. Create a vision∗ Clearly identify what is changing?∗ Communicate the ‘change’ – to everyone, loud and clear∗ Before – What am I seeing now∗ After – What I will see later
  12. 12. Follow the Process
  13. 13. Recipe for success∗ Don’t underestimate impact of change∗ Avoid too many changes at same time∗ Provide necessary support infrastructure∗ Clearly identify stability/completion∗ Plan for course correction∗ Involve with people with relevant experience∗ Avoid false sense of urgency∗ Learn from experience
  14. 14. Resources