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Implementing change in an organisation

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Big changes in organisations are always challenging, from the inception of the idea to the later adoption and support from all employees there is a long and bumpy road that can be managed and eased with a proper Change Implementation Plan.

Published in: Leadership & Management
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Implementing change in an organisation

  1. 1. ADA PT! HOW TO INSPIRE FOR CHANGE
  2. 2. What happens when the change is too drastic and too soon XEROX innovation from 1977
  3. 3. 4 Who am I? I’ve spent most of my life building online projects, for 10 years I had my own successful start up. then worked for one of the biggest online corporations (Expedia) for many years . I also like mentoring people, so I created my own marketing and mentoring agency. JOSE TRUCHADO http://linkedin.com/josetruchado http://youtube.com/loudvoicedigital @AllaboutJose http://instagram.com/loudvoicedigital
  4. 4. Why are we here today
  5. 5. Chan ge “Progress is impossible without change & those who cannot change their minds cannot change anything” - George Bernard Shaw fear
  6. 6. 8 In an industry where traditional behavior is ever-present, change is usually pushed to the lower list of priorities IMPLEMENTING CHANGE IS NOT AN EASY TASK
  7. 7. 5 How do we implement change in organisations Overcoming resistance to change in the workplace doesn’t have to be a constant battle, With a forward looking and proactive strategy, resistance to change is first reduced and then eliminated.
  8. 8. 1.purpo se People drive change
  9. 9. 2.CASE STUDY HELP PEOPLE UNDERSTAND
  10. 10. Change is a people’s process Many leaders are less adept in appealing to people’s emotional core, and that is where the momentum for real transformation ultimately lies. Build an emotional case If you are asking people to adapt to a new reality, they need to understand the motives that support the case for the change Build a rational case • Why are we changing? • What is changing? • What are the benefits? • What is staying the same? Answer these questions
  11. 11. They will embrace change, champion it and help it propagate Early adopters & Champions Once explained they’ll be able to accept change and implement it some of their scepticism will need to be addressed, but they’ll remain open minded Early & Late majorities They tend to resist change or even oppose it, Laggards & Conservatives 3.ADOPTIO
  12. 12. 4.CHANGE AGENT That makes change propagate
  13. 13.  Investigate  Advocate  Encourage  Facilitate  Mediate  Advise  Manage CHANGE AGENT TASKS
  14. 14. 5.Know your team Focus on their strengths
  15. 15. 6.LEADERS HIP SUPPORT HAVING THE POWER TO CHANGE
  16. 16. 7.GOAL SETTING BE S.M.A.R.T. SETTING THEM
  17. 17. 8.CHANGE JOURNEY BRING YOUR TEAM WITH YOU
  18. 18. An Agile plan Using agile methodology to test or change the Change Implementation Plan will allow us to test and correct course, whenever needed. Test Plan Plan Plan Design Design Design Test Test Launch Launch Launch Test Sprint 1 Sprint 2 Sprint 3 1-2 weeks 1-2 weeks 1-2 weeks Measure Measure Measure
  19. 19. 9.CHANGING HABITS MOTIVATION AND HABILITY
  20. 20. The clue is using people’s strengths How do we change habits . •Engagement . •Insight . •Break patterns . •Adapt . •New behavior
  21. 21. 10.incentiveACHIEVEMENTS AND CHANGED BEHAVIOR
  22. 22. Resources• PW&C survey on Culture & Change: https://www.strategyand.pwc.com/media/file/Strategya nd_Infographic_Why-Culture-Matters-and-How-It- Makes-Change-Stick.pdf • Diffusion of Innovation Theory http://sphweb.bumc.bu.edu/otlt/MPH- Modules/SB/BehavioralChangeTheories/BehavioralChan geTheories4.html • Managing Change: The Role of the Change Agent https://naaee.org/sites/default/files/lunenburg_fred_c. _managing_change_the_role_of_change_agent_ijmba_ v13_n1_2010.pdf
  23. 23. DankeSCHön!jose@loudvoicedigital.com

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