The Change We Need is designed to help an individual accept the dynamism of change in his or her life, help business managers implement change in their organizations, and help leaders institutionalize change in their society. It is backed with scientific frameworks and in conclusion, change can be diffused into our lives, organizations and nation when the state which I describe as “fitness of change” is first be achieved.

1. The Change We Need
Martin Maduka Ejeagwu, MSc., MSc.
25.10.2017 The Change We Need 1

2. 25.10.2017 The Change We Need 2
Beshears & Gino, 2015
Adapted from Schenk, 2017

3. 25.10.2017 The Change We Need 3
Beshears & Gino, 2015
Adapted from Schenk, 2017

4. Line of Thought
Why do managers face problems implementing change?
Why do human beings deny and resist change?
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The most dynamic thing in life is change...

5. 25.10.2017 The Change We Need 5
The Theory of Transition
Schlossberg et al., 1995
Adapted from Schenk, 2017

6. 25.10.2017 The Change We Need 6
How to Manage Change in an Organization
Define Vision: simple, precise, opportunities & threats.
Cultural Assessment:visible/invisible obstacles, cultural fitness
Build Team:teamwork, diversity, heterogeneous /homogeneous skills
Communication Strategy: why, what, how , clear terms
Methodic Implementation: structure, framework, analytical
Be the Change: passion, leadership

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The Risks and Rewards of Change
Automation:
The use of IT to perform
business processes
effectively & efficiently, e.g.
digitalization, cloud, etc.
Redesign:
Analyzation & simplification of
business processes, reduction
of workflow errors, e.g.
transactional changes.
Rationalization:
Continuous quality
improvement of the
business processes, e.g.
TQM, six sigma, etc.
Paradigm shifts:
Rethinking the nature of the
business and the nature of the
organization, e.g. new slate.
Laudon & Laudon, 2014

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The Right Time for Change
Adner & Kepoor, 2016
CREATIVE DESTRUCTION
The new technology dominates the market when the new
technology’s ecosystem emergence challenge is low and the
old technology’s ecosystem extension opportunity is also low.
ROBUST RESILIENCE
The old technology dominates the market when the new
technology’s ecosystem emergence challenge is high and the
old technology’s ecosystem extension opportunity is high.
ROBUST COEXISTENCE
Both technologies continues to dominate the market when
the new technology’s ecosystem emergence challenge is low
and the old technology’s ecosystem extension opportunity is
high
THE ILLUSION OF RESILIENCE
The market will remain neutral until the emergence
challenged is resolved when the new technology’s ecosystem
emergence challenge is high and the old technology’s
ecosystem extension opportunity is low.

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Clear Vision
Teamwork
Acculturation
Communication + Method
Leadership
Fitness of Change The Change We NeedTransition
The Picture of Change
Ejeagwu, 2017

10. 25.10.2017 The Change We Need 10
References
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Schein, E.H., (2004). Organizational Culture and Leadership. Jossey-Bass: San Francisco.
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