4C tool box of change management ,

1. PREPARED BY
MALCOLM MUBONDERI
+263777993357

3. Outlining the four 4c tool
box of change management
Explaining the model with
the aid of practical examples
The Presentation will cover the
following aspects:

4.  When the change process is not guided by externals
,it is highly recommended that executive managers
familiarise themselves with the 4c tool box of change
management.
 Change management generally is difficult but
inevitable.
 Due to dynamics in the environment , companies are
forced to critically reassess and , if necessary, change
their business model , but also their organisational
structure or their corporate culture.
Introduction

5.  Most failed change projects underestimated or simply
did not take into account the human factor.
 To avoid this failure the assistance of change experts
or change agents should be sought.
 In most cases people are used to their environment
and emotionally unwilling to change
Introduction continued...

6.  CONTENT
 COMMITMENT
 CAPABILITY
 CULTURE
ELEMENTS OF 4C TOOL BOX

7. Content in this context describes the tools that enables
change to be undertaken.
The following tools are considered under content:
 Corporate audit (Strategic , operative)
 Key performance indicators
 Development of a Vision
 Evaluation of the company culture by asking the
employees
 Management meetings
CONTENT

8.  Corporate audit enable organisations to pin point
where there are deviations between the required
standards and the prevailing work practices.
 Adaptation change strategies can be employed to
meet the required standards.
 For example CUT offered scholarships to lectures so
as to upgrade their qualifications.
CONTENT EXPLAINED..

9.  Key – performance Indicators can be used so as to
foster effective internal benchmarking.
 Delta upgraded its plant when it realised there was
new technology equipment that could enable them
to reduce their production cost from $73/hectolitre to
$50/hectolitre .

10.  Management Meetings provide the content in terms
of the key issues that need to be restructured.
 For example the top officials of the new government
of Zimbabwe used board room meetings to come up
with a move of shifting from a tall structured cabinet
to a lean cabinet.
 Development of a vision can enable an organisation
to continually emphasise on Total Quality
Management.
 For example CUT has to continually engage its
employees to participate jointly towards achieving
the vision of achieving the status of becoming a world
class centre of entrepreneurship
CONTENT EXPLAINED..

11.  Evaluating the company’s culture by asking employee
opinions.
 This dimension seeks to explore the employees feelings
about their work so as to identify the quality factors that
will result in job enrichment and better job satisfaction.
 Changing from mono tasking to job rotation, enlargement
can help foster a shift from job dissatisfaction to job
satisfaction
CONTENT EXPLAINED…

12. Commitment in this case involves the willingness to
participate in change process in the organisation
The following are the tools considered :
 Management by Objectives
 360 feed back
 Incentive –System
 Feedback by Seminars , Discussions, Intranet –
Platforms etc.
COMMITMENT

13.  Management by Objectives uses a participative approach
between the employees and management when
undergoing a change. It therefore reduces the risk of
resistance to change
 Incentive system enables acceptance of change in an
organisation. For example an employee can be offered an
attractive package if they accept to be relocated from a
current work station to a new branch in a different area.
COMMITMENT EXPLAINED

14.  It is crucial to conduct some seminars , discussion and
intranet –platforms to effectively carry out change.
Change agents in most cases will be the facilitators of
these seminars to ensure everyone is in favour of
organisational changes.
COMMITMENT EXPLAINED

15. Capability in this case refers to the ability to undergo
change. The following pointers should be considered
under capability.
 Coaching
 Team building
 Training
 Leadership -Development
CAPABILITY

16.  Leadership development equip managers with new skills
and competences in an organisation.
 Leadership development programs such as training and
development fosters effective change implementation in
an organisation.
 For example the government of Zimbabwe enforced a
mandate that government officials should acquire
doctorate degree programs so as to increase their
competences
CAPABILITY EXPLAINED..

17.  Team building
The action or process of causing a group of people to work
together effectively as a team , especially by means of activities
and events designed to increase motivation and promote
cooperation.
Coaching
Managers in an organisation should inspire confidence in
employees by giving them parameters under which change will be
conducted, This can reduce resistance to change as employees will
be having a sense of belonging during the change process.
CAPABILITY EXPLAINED..

18.  Training
The action of teaching a particular skill or type of
behaviour. For example the financial services of Ok
Zimbabwe introduced the new Kawena system(an
international remittance) which is different from the
old system and in the process they trained the branch
managers, branch accountants and Money wave tellers
first before they implemented the change
CAPABILITY EXPLAINED..

19. Organisational Culture refers to the social behaviour
norms and customs found in the organisation
The following should be considered when embarking
on change:
 leadership guidelines
 Quality management
 Change controlling
CULTURE

20. Leadership guidelines
 Leadership guidelines serves as the benchmark for the
managers interaction with their staff in order to impact change
in an organisation .Leadership guidelines include;
1 Communicating
 Clear and direct communication across organisational
boundaries. Informing employees about the possible changes
in the firm will help affect change in an effective way
 2 Developing employees
 The firm should have the culture of developing employees
through training them on how change is going to be done and
educating them on the advantage of change
CULTURE EXPLAINED..

21.  Quality management
 It is the act of overseeing all activities and tasks need
to maintain a desired level of excellence.
 This includes determination of a quality policy,
creating and implementing quality planning and
assurance ,quality control , quality improvement
Change control
 Change control is a systematic approach to managing
all changes made to a product or system .
 The purpose is to ensure that no unnecessary
changes are made, that all changes are documented,
that services are not unnecessarily disrupted and that
resources are used efficiently.
Contd…

22. THANK YOU FOR BEING ATTENTIVE
CONCLUSION