1. CHANGE MANAGEMENT
Presented by G. O. OKINDA
Ag. Senior Deputy Director
Policy Planning, Research & Innovation
April, 2013
CHANGEMANAGEMENT
 Changemanagementisan approach to shifting or transitioning individuals,teams,and in
general organizations fromacurrentstate to a desired future state.
 It isan organizational processaimedat helpingchangestakeholdersto accept and embrace
changesin their businessenvironmentor individualsintheirpersonal lives.
 Changemanagementuses basicstructures and toolsto control any organizational change
effort.
 The goal isto maximizebenefitsandminimizethe changeimpacts onworkers andavoid
distractions..
 At the endof this lessonthe participants should be able to:
 Understand and apply effectivechangemanagementpractices.
 Deepen our capacityto managechangein ourprogrammes.
PERSONAL REFLECTIONS
 I welcome change :
 I don’t like change :
 Whenchange happensI usually:
First things first

2. Onlythe verywisestandthe verystupidestNeverchange” Confucius
Only a foolkeeps driving into thesame wall
Transformation beginswithinformation
Changebeginswiththe mind
(beliefs-values-actions-habits-paradigm-legacy
CHANGE DEFINED
 RosabethMoss Kanter(1984) statesthat “change is the process of analyzingthepast to elicit
the present actionrequired for the future. “
CHANGE MANAGEMENT
 Changemanagementisan approach to shifting or transitioning individuals,teams,and in
general organizations fromacurrentstate to a desired future state.
 It isan organizational processaimedat helpingchangestakeholdersto accept and embrace
changesin their businessenvironmentor individualsintheirpersonal lives.
 Changemanagementuses basicstructures and toolsto control anyorganizational change
effort.
 The goal isto maximizebenefitsandminimizethe changeimpacts onworkers andavoid
distractions..
The Dinosaur
 Slitsforeyes:Poorvision
 No earlobes:Poorlisteningskills
 Long neck – tall org structure – internal focus/poorcustomerrelations
 Slownerves:Sluggishcommunicationchannels/redtape
 Excessfat:Overstaffing
The Rabbit
 Clear,large,visible eyes?:visionary

3.  Large earlobes:keenlistener
 Short neck:flatstructure – customerfocused
 Sensitive/touchyskin –adaptable/nimble/agile
 Proportionate body –well aligned/lean&mean
FORCES OF CHANGE
 Internal forcese.g.Technology,workvalues,alternative workschedules,knowledgeexplosion
amongothers.
 Organizational level
 Individual level
 Environmental forcese.g.competition,economic,consumerism,social,political change,legal
amongothers.
THE CHANGE PROCESS
 The change processstartswiththe awarenessof the needforchange.
 A goodanalysisatthispointwouldleadtoa diagnosisof the change factorsandtheir
characteristicstoindicate the directionwhichchange shouldtake.
 Possible coursesof actionwillbe identifiedandevaluatedanda choice made of the preferred
action.
ELEMENTS OF ORGANIZATIONAL CHANGE
 Graspingquickwinopportunities;
 Organisingforchange andmaintainingmomentum;
 Maximisingseniormanagementleadershipandfrontlinerinvolvement;
 Overcomingsilothinking –becomingcustomerandprocessfocused;
Developingin-houseskillstoimprove ownershipandlongtermsustainablechange
ELEMENTS OF PEOPLE CHANGE
 Its all aboutpervasive leadership
 of attitudesandpersonal skills

4.  Modernmanagementcompetency
 Capabilityof staffs
 Empowerment
 Identifydemotivators:aclimate audit
 Rewardmanagement
WHY PEOPLE RESIST CHANGE
 Lack of trust
 Belief thatchange isunnecessary
 Belief thatthe change isnot feasible
 Economicthreats.
 Fear of personal failure.
 Loss of status andpower.
 Fear of the unknown
 Disruptionof stable friendship
 Distrustof management
SEVEN STEPS TO CREATING CHANGE
 Mobilize energyandcommitmentthroughjointidentificationof problemsandsolutions
 Developasharedvision
 Identifythe leadership
 Focuson results,noton activities
 Start at the periphery,thenletitspread
 Institutionalize successthroughpoliciesandstructures
 Monitorand adjustas you go
NB: People will quit,elementswillfail,the settingmaychange

5. METHODS OF MANAGING RESISTANCETO CHANGE
 Educationand communication
 Participation
 Negotiation
 Top managementsupport
 Coercion
THE CHANGE“JOURNEY”
Parting short
 “Change will notcome if we waitfor some otherpersonor some othertime.We are the ones
we have beenwaitingfor.We are the change we seek.”

6. - BarrackHussein Obama,2008