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Change+Management.pptx
1.
CHANGEMANAGEMENT Proprietary content. ©Great
Learning. All Rights Reserved. Unauthorized use or distribution prohibited
2.
Agenda • Need for
Change • Resistanceto Change • Typesof organizational Change • What is ChangeManagement? • Importance of ChangeManagement • Barriersto ChangeManagement • Three levels of ChangeManagement • ADKARChangeManagement model • Kotter’s Change Management model • Factors of successfulChangeManagement Proprietary content. ©Great Learning. All Rights Reserved. Unauthorized use or distribution prohibited
3.
Need for Change Proprietary
content. ©Great Learning. All Rights Reserved. Unauthorized use or distribution prohibited
4.
Need for Change What
isChange? • Changeis ageneral transition of something. • Organizational change can come in avariety of shapesand sizes.Forexample – Achange in a company's structure, strategy, rules, processes,technology, or culture. • Thechange could be planned for yearsor imposed on an organization due to achange in the environment. Current Position Desired Position Change Proprietary content. ©Great Learning. All Rights Reserved. Unauthorized use or distribution prohibited
5.
Need for Change External
forces • Social • Demographic • Political • Cultural • Economic • Technological • Industry • Customer demands • Competition Internal forces • Low performance • Low satisfaction • Introduction to new mission • Introduction to new leadership • Conflict Proprietary content. ©Great Learning. All Rights Reserved. Unauthorized use or distribution prohibited
6.
Resistanceto Change Proprietary content.
©Great Learning. All Rights Reserved. Unauthorized use or distribution prohibited
7.
Resistanceto Change • Changeis
the only constant. But the problem is, no one likes change. • According to asurvey done by SHRM,employee resistance to change is one of the main reasonsfor its failure. Reactionsto Change Active Resistance Passive Resistance Compliance Enthusiastic Support Proprietary content. ©Great Learning. All Rights Reserved. Unauthorized use or distribution prohibited
8.
Resistanceto Change Whydopeople resistChange? •
Changedisrupts our habits. • Based upon the personalities, some people are risk-averse. • Changebrings feelings of uncertainty. • Changecan affect performance negatively under the new system. So,there’s a fear of failure. • Changemay affect power and influence within the organization. Proprietary content. ©Great Learning. All Rights Reserved. Unauthorized use or distribution prohibited
9.
Resistanceto Change Isall resistance
bad? • In some cases,resistance to change can be agood force. • Opposition to change is an important form of feedback that should not be overlooked. Why are so many individuals opposed to the planned changes?Are they convinced that the new systemwill fail? If that's the case, why? • It is feasible to achieve amore successful change by taking input from people and implementing their suggestions into the change effort. Proprietary content. ©Great Learning. All Rights Reserved. Unauthorized use or distribution prohibited
10.
Typesof Organizational Change Proprietary
content. ©Great Learning. All Rights Reserved. Unauthorized use or distribution prohibited
11.
Typesof Organizational Change Organization Changes Reactive
Changes Proactive Changes • Reactivechanges– When external forces drive an organization to make changes quickly. • Proactive changes– When a number of variables cause an organization to consider and ultimately conclude that certain changes are required. Proprietary content. ©Great Learning. All Rights Reserved. Unauthorized use or distribution prohibited
12.
What isChangeManagement? Proprietary content.
©Great Learning. All Rights Reserved. Unauthorized use or distribution prohibited
13.
What isChangeManagement? • Asystematic
strategy to coping with the transformation of an organization's goals, processes,or technologies is known as ChangeManagement. • Thegoal of change management is to put in place techniques for bringing about change, controlling it, and assisting people in adapting to it. • Individuals, teams, and organizations must have a systematic plan in place to move from their current position to adesired future position. Proprietary content. ©Great Learning. All Rights Reserved. Unauthorized use or distribution prohibited
14.
What isChangeManagement? The7 R’sof
ChangeManagement 1. Who raisedthe change? 2. What is the reason for the change? 3. What return is required from the change? 4. What are the risksinvolved in the change? 5. What resourcesare required to deliver the change? 6. Who is responsiblefor the “build, test and implement” part of the change? 7. What is the relation between this change and other changes? Proprietary content. ©Great Learning. All Rights Reserved. Unauthorized use or distribution prohibited
15.
What isChangeManagement? Unfreeze Change
Refreeze Organizational change management can be divided into three manageable stages– • Unfreeze:When preparing for forthcoming changes,a team or organization must unfreeze the existing processes and views. • Change:This is the implementation phase. Effective change necessitates clear and consistent communication across all relevant channels. • Refreeze:The refreeze stage securesthe new process, assuming accurate input and continued communication happened during the “change” step. Proprietary content. ©Great Learning. All Rights Reserved. Unauthorized use or distribution prohibited
16.
Importance of ChangeManagement Proprietary
content. ©Great Learning. All Rights Reserved. Unauthorized use or distribution prohibited
17.
Importance of ChangeManagement •
Reducesoperational costs and improves revenue. • Helps in remaining relevant and profitable. • Increasesthe probability of project success. • Ensuresamatch between demandsand results. Proprietary content. ©Great Learning. All Rights Reserved. Unauthorized use or distribution prohibited
18.
Barriersto ChangeManagement Proprietary content.
©Great Learning. All Rights Reserved. Unauthorized use or distribution prohibited
19.
Barriersto ChangeManagement • Lackof
executive support • Inadequate resourcing • Resistance to change • Change-resistant structure or culture of the organization Proprietary content. ©Great Learning. All Rights Reserved. Unauthorized use or distribution prohibited
20.
Three levels of
ChangeManagement Proprietary content. ©Great Learning. All Rights Reserved. Unauthorized use or distribution prohibited
21.
Three levels of
ChangeManagement Changemanagement canbe viewed at three different levels – Individual Change Management Organizational Change Management Enterprise Change Management Individual change management is an understanding of how one personmakesa change successfully. Organizational change management is a framework for addressing the impact of new businessprocesses, structural changesin the organizationor cultural shifts. Onceembraced on an individual and organizational level, change should be embedded in your core values. Proprietary content. ©Great Learning. All Rights Reserved. Unauthorized use or distribution prohibited
22.
ADKARChangeManagement Model Proprietary content.
©Great Learning. All Rights Reserved. Unauthorized use or distribution prohibited
23.
ADKARChangeManagement Model A D K A R • Changeis
hard. But using ADKARcan increasethe chancesof making the process of bringing change successful. • This model focuses on individuals. Driving individual change will, in turn, drive organizational change. Awareness – of the need of change Desire – to support and take part in the change Knowledge – of how to change Ability – to implement the change Reinforcement – to sustain the change Proprietary content. ©Great Learning. All Rights Reserved. Unauthorized use or distribution prohibited
24.
Kotter’s ChangeManagement Model Proprietary
content. ©Great Learning. All Rights Reserved. Unauthorized use or distribution prohibited
25.
Kotter’s ChangeManagement Model This
model is divided into three phasesand it haseight steps. 1. Create urgency 2. Build a coalition 3. Create avision 4. Communicate the vision 5. Empower others 6. Create quick wins 7. Build on the change 8. Embed the change Create a climate for change Engageand enable the organization Implement and sustain Proprietary content. ©Great Learning. All Rights Reserved. Unauthorized use or distribution prohibited
26.
Factorsof successfulChangeManagement Proprietary content.
©Great Learning. All Rights Reserved. Unauthorized use or distribution prohibited
27.
Factorsof successfulChangeManagement • Plan–
Start with the end goal in mind and establish plans that are aligned with your overall objectives. • Communicate – Communicate the change, and its numerous components, to key internal and external stakeholders. • Integrate – Staff and stakeholders should not feel excluded from the change process. • Motivate – Motivate the staff for their contribution in the business. • Manage the work load – Changecan be along process,soexpect delays and flaws asemployees learn. • Evaluate– Measure KPIs,take input from employees, and make any necessary changes to the original goals. Proprietary content. ©Great Learning. All Rights Reserved. Unauthorized use or distribution prohibited
28.
Summary Proprietary content. ©Great
Learning. All Rights Reserved. Unauthorized use or distribution prohibited
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