2. • Denial
• Anger
• Depression
• Develop the new comfort zone
• Acceptance
• Information and Communication
• Emotional support and Guidance
Main Constraints of Change Management in Order !
3. 1. Create a culture
2. Be Relentless
3. Short term wins
4. Empower others
5. Understand and Learn
6. Develop a Vision and Strategy
7. Develop your team
8. Oh! Create the sense of Urgency
• Leaders who transform businesses land 8 rules in this order
Chance Management = Pain Management
4. • Examining the current situation and competitive realities.
• Identify and discuss crisis, Potential crisis or Major opportunities.
• Understand the difficulty of driving people from comfort zone.
• Don’t get petrified and take risks, Behind every success there is a Risk.
Establish the Sense of Urgency
5. • Assemble a group with shared commitment and create enough recourses
to Lead the change.
• Get these individuals work outside the Hierarchy.
Issues!
• No prior experience in team
• Relegating team leadership to HR, Quality or Strategic planning
executives rather then the Line Managers.
Form a Powerful Guiding Coalition!
6. • Create a vision to direct change effort
• Develop strategies to realizing the vision
Issues!
• Presenting the vision that’s too complicated or vague to be
communicated in minutes.
Create a Vision
7. • Use every possible tool to communicate the new Vision, and Strategies
for achieving it.
• Teach new behaviors by the Examples of the guiding coalition.
Issues!
• Lack of communication
• Behaviors which are antithetical to the Vision
Communicate the VISION
8. • Remove or change all the current processes and structures undermining
the vision.
• Encourage risk taking and non traditional ideas, activities and actions.
Issues!
• Failing to remove the people who resist the change effort
Empower others to act on the Vision
9. • Design and Engineer the Visible performance improvements e.g,
Performance Improvement plans
• Recognize and reward employees contributing to those improvements
Issues!
• Leaving short term success up to change
• Failing to score success early enough e.g, rather then 3 months it could
take upto 6 months or more in change effort.
Plan for and Create short term Wins
10. • Hire, Promote and Develop the employee's who can Implement the
vision.
• Use increased credibility from early wins to change system, structures
and policies undermining the vision.
• Reinvigorate the change process with new projects and change agents.
Issues!
• Declaring the victory too soon with the first Performance Improvement
• Allow resisters to convince “Troops” that War as been won.
Consolidate Improvement & Produce
more change
11. • Articulate between new behaviors and corporate success.
• Create the leadership and develop the succession plans consistent with
the new approach.
Issues!
• Not creating new social norms and shared values consistent with
changes.
• Promoting the people in the new leadership positions who don’t
personify the new approach.
Institutionalize new approaches
