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Change Management

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Are you ready for change?
Implement new and successful strategies with change management.
Prepare your business for economic and technical change processes and present a comprehensive and cross-functional change strategy.

The term Change Management defines all measures to develop new strategies and processes which are necessary to adapt to changing market conditions. Scholars have developed different approaches in Change Management. Two well-known approaches are the Change Model by Lewin, which focuses on three phases: unfreezing, movement and refreezing, and the 8-Step Process for Leading Change.

Change Management is not a novelty on the management level, but a crucial element of company management that allows enterprises to stay flexible and adaptive to changing market conditions. Change management enables you to adjust strategies quickly and increase profits.

The PowerPoint set, Change Management was created to provide definitions, basic knowledge and guidance when implementing change management principles. To illustrate and document facts and results, we have developed a collection of themes and templates which accompany your change process.

Published in: Business
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Change Management

  1. 1. PREMIUM POWERPOINT SLIDES Management
  2. 2. CHANGE MANAGEMENTPOWERPOINT TEMPLATE
  3. 3. The only thing that is constant is Change . Heraklit of Ephesus (about. 540 - 480 BC.)
  4. 4. BASICS / DEFINITIONS
  5. 5. Change management is the conception, planning, organization, implementation, control and stabilization of the change processes of a company, with the aim to maximize the effectiveness and efficiency of the change process and to reach the widest possible acceptance of managers and employees. CHANGE MANAGEMENT Definition
  6. 6. CHANGE MANAGEMENT General triggers Changeisa process Value systems Resistance& comfort Senderand receiver Thecorrect answerisnot enough Principle of change Routine Authority& change
  7. 7. CHANGE CONCEPTS
  8. 8. CHANGE MANAGEMENT Phases Analysis Performance reviewPlanning Implementation  Thorough analysis of the situation  Short description of the analysis  Determination of the objectives  Selection of a suitable concept of change  Practicing new behaviors  Integration and motivation of employees  Target-actual comparison  Possible further adjustments
  9. 9. CHANGE MANAGEMENT Phase model according to John Kotter Engaging & enabling the organization COMMUNI- CATING THE VISION FOR BUY-IN EMPOWERING BROAD-BASED ACTION GENERATING SHORT-TERM WINS Step 4 to 6 4 5 6 STEP 4 This text can be replaced with your own text. STEP 5 The text demonstrates how your own text will look when you replace the placeholder with your own text. STEP 6 This text can be replaced with your own text.
  10. 10. INSTRUMENTS
  11. 11. CHANGE MANAGEMENT – ANALYSIS Management Audit  Strategy is determined  Acceptance issue is resolved  Requirement profile needs to be created  Key capabilities included  Knowledge Test  Audit conversation  External assessment  Self-assessment  All participants will compare their results from  Creation of an individual profile  The detected potential of the employees serves as the basis to enforce the strategy  Management Audits are general examination procedures to evaluate processes for the performance, whereby mainly the practical knowledge of the company is systematized. AUDIT  Identification of potential employees  Increasing the motivation of employees  Transparency for future tasks BENEFIT
  12. 12. CHANGE MANAGEMENT – INSTRUMENTS Roadmapping 2020 This is a placeholder text. This text can be replaced with your own text. 2021 This is a placeholder text. 2022 This text can be replaced with your own text.
  13. 13. CHANGE MANAGEMENT Motivational tools PROMOTEAGREEMENT Offsetting transactions Rapid success Successful role models Intrinsic incentive potential Participation Awards Severance Preservation of the tried and tested Communication Qualification Top-down impulses AVOIDREJECTION
  14. 14. PLANNING/ IMPLEMITION
  15. 15. CHANGE MANAGEMENT – KEY FACTORS For a successful procedure AWAKEN ENERGY & CREATE TRUST  Onboard the employees  Raise awareness for the issues  Consideration of the factors and conditions in the external environment of the company  Review communication regularly  Develop early warning system  Organize workshops  ensure internal networking through communication  Communication is a key managerial function  Customers and the market have the highest priority  Align strategy, objectives and measures  Employees and shareholders have a lower priority ALIGN BUSINESS TO ENVIRONMENTCOMMUNICATION ORGANIZE FROM OUTSIDE TO INSIDE THINKING IN PROCESSES AND STRUCTURES  Dynamic thought & action approach  Acceptance of the unpredictable ENSURE LEARNING
  16. 16.  Overshadowed by everyday work and responsibilities Limitedtime, resourcesand budget CHANGE MANAGEMENT Obstacles  Fear of the unknown Resistanceof employees  Because of loss of power and / or limited project involvement Resistanceof middlemanagement levels  No visible and active support Inadequate leader
  17. 17. CHANGE MANAGEMENT Use of a change agent  Shows the need for changes  Selection of the instruments to support decisions  Support and consults in communication and information throughout the process  Reduction and prevention of conflict and opposition  Ensuring transparency during the change process  Keeps neutrality  Monitor the rate of change  Strengthen the solidarity  Manage the criticism and reflecting the sequence of events TASKS OF THE CHANGE AGENTS DURING THE PROCESS
  18. 18. WORK SHEETS
  19. 19. CHANGE MANAGEMENT Checklist – Responsibilities PROJECT NAME Date PROJECT LEADER Project leader LAST UPDATED (EMPLOYEE) 15.10.2015 (Jan Smith) RESPONSIBILITIES TOPIC STATUS REMARKS Does the project manager obtain the overall responsibility for the project? OPEN Does the project manager regularly communicate with stakeholders? COMPLETE Is there a change manager who plans the changes and monitors the effectiveness? COMPLETE Do the executives realize that they need to take a positive role within the company? NOTRELEVANT Placeholder Placeholder
  20. 20. CHANGE MANAGEMENT Excellence in Change-Matrix (EiC-Matrix) This is a placeholder text. This text can be replaced with your own text. The text demonstrates how your own text will look when you replace the placeholder with your own text. This text can be replaced with your own text. 10 10 25 40 25 40 Skilldeficits Excellence inChange Reformation pile-up Willbarriers ADAPTABILITY WILLINGNESSTOADAPT +
  21. 21. SIGN − CHANGE NEXT EXIT Enter your subtitle here CHANGENEXT EXIT EXIT 1A
  22. 22. Click here to visit www.PresentationLoad.com DOWNLOAD POWERPOINT SLIDES

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