Building People Resiliency to Thrive in Times of Change


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Building People Resiliency to Thrive in Times of Change

Mr. Eric Kung, M.DIV., M.S.W., B.COMM. Chairman & CEO, Human Dynamic

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Building People Resiliency to Thrive in Times of Change

  1. 1. Speaker Series Copyright NHRD Pune Chapter
  2. 2. LEADING CHANGE Building Resiliency to Thrive in Waves of Change Mr. Eric Kung, M.DIV., M.S.W., B.COMM. Chairman & CEO, Human Dynamic 29th July 2009 Copyright NHRD Pune Chapter
  3. 3. Leading Organizational Changes Business trends in the 21st century • More restructuring, mergers & acquisitions, outsourcing, relocation, off- shoring, and organizational changes to streamline operations • Drastic cost cutting exercises • More competitive, faster and higher quality to gain customer delight • Increased importance and emphasis on external relationships and teamwork • Less defined and clear-cut career paths • War for talent & employee engagement Copyright NHRD Pune Chapter
  4. 4. What’s The Key For 21st Century Organizations? The ability to continuously adapt to the changing business environment Customers Shareholders Resources Technology ORGANIZATION Organization Strategies Processes System Infrastructure ROLES RELATIONSHIPS Competitors Regulations Industry/Marketplace Government Copyright NHRD Pune Chapter
  5. 5. People Management Challenges • Managerial & leadership deficits • Coping with changes • Loss of team play • Communication tangles • Conflicts • High stress & staff turnover • Low morale & weak commitment • Performance problems • Diversities issues • Work life balance issues Copyright NHRD Pune Chapter
  6. 6. Transforming Organizations: Why Firms Fail? Fail? (John Kotter, Leading Change, 1996) 1. Not establishing a great enough sense of urgency 2. Not creating a powerful enough guiding coalition 3. Lacking a vision 4. Under-communicating the vision by a factor of ten 5. Not removing obstacles to the new vision 6. Not systematically planning for and creating short-term wins 7. Declaring victory too soon 8. Not anchoring changes in the corporation’s culture Copyright NHRD Pune Chapter
  7. 7. Adaptive Leadership “It is not the strongest of the species that survives, nor the most intelligent; it is the one that is most adaptable to change.” ……..Charles Darwin Copyright NHRD Pune Chapter
  8. 8. What is Needed? Developing Key Skills for the 21st Century Executives • Ability to lead organizational change • Ability to help others change • Ability to change themselves Copyright NHRD Pune Chapter
  9. 9. The Process of Change Ending Transition Beginning Copyright NHRD Pune Chapter
  10. 10. Managing Transition Change is not the problem Managing transition is the problem Copyright NHRD Pune Chapter
  11. 11. An Integrated Management Approach for Your Organizations Have a Business Partner for Change Management EFFECTIVE STRATEGY IN CHARGE AND BEHAVIORAL RISK MANAGEMENT Prepare for Facing Embracing Change Change Change Through workshops and Onsite support on the Separating Employees: training, prepare HR and day of announcement to Career Transition managers in communicating assist both separating Group Workshops change the right way. and remaining staff cope Personalized career with their emotional coaching programs Prepare HR and managers to reactions that follow. conduct separating interviews. Remaining Employees: Coach managers and HR and Workshops & managers in maintaining and trainings to rebuild restoring morale of remaining teams & improve staff. morale Personal coaching sessions Copyright NHRD Pune Chapter
  12. 12. Build People Management Effectiveness Through Organizational Learning MASTER CHANGE THROUGH EFFECTIVE LEARNING & COACHING Need for more Coaching to build further on improvement Coaching Improvement in Greater Improvement in Performance Need for Coaching performance Individuals, Teams Need for more Coaching Coaching to build on improvement Copyright NHRD Pune Chapter
  13. 13. Leading Change Model • Visioning • Communicating • Implementing Copyright NHRD Pune Chapter
  14. 14. Visioning: Defining the purpose for change Copyright NHRD Pune Chapter
  15. 15. Visioning: • Where are we going? • Why do we want to get there? • How would we get there? • What is it in for you, for the team, and for the company? Copyright NHRD Pune Chapter
  16. 16. Why Change? Copyright NHRD Pune Chapter
  17. 17. Why Change? Because we want to build a better, stronger and more viable organization to face the challenges of the future Copyright NHRD Pune Chapter
  18. 18. Why Change? As a leader you need to make the vision for change meaningful and relevant to your team members so that they are willing to follow you and to support the change process Copyright NHRD Pune Chapter
  19. 19. Leading Change Model • Visioning • Communicating • Implementing Copyright NHRD Pune Chapter
  20. 20. Effective Communication is the key to the success of introducing any organizational changes! Copyright NHRD Pune Chapter
  21. 21. Effective Communication Channels • All staff meeting • Department meeting/team meeting • Focus group meeting • Joint consultative committee • Bulletin, newsletter, intranet or other forms of e-communication • FAQ Copyright NHRD Pune Chapter
  22. 22. Communicating Change Communicate, communicate, and communicate! Copyright NHRD Pune Chapter
  23. 23. Communicating Change • Make sure that employees are informed by frequent and honest communications before, during and after the change • Effective staff communication facilitate the transition from the old to the new • “Tell it early, tell it all, tell it yourself.” • Secrecy invites rumors and morale issues Copyright NHRD Pune Chapter
  24. 24. Communicating Change • Explain the problem/challenge that the organization is facing • Present the vision for change & the benefits of change to the staffs and to the organization • Use metaphor that conveys positive meaning for change (building a new and stronger organization, mission accomplished and going to a new journey, or “New Horizon”) Copyright NHRD Pune Chapter
  25. 25. Communicating Change • Gain their support to work with you to ensure a smooth transition and to maximize their performance • Understand their issues proactively and explore possible solutions • Address to their worries, concerns & feelings • Sincerely thank your staff for their contribution to the company Copyright NHRD Pune Chapter
  26. 26. Personal Resiliency “More than education, more than experience, more than training, a person’s level of resilience will determine who succeeds and who fails. That’s true in the cancer ward, its true in the Olympics, and it is true in the boardroom…” …..Diane L. Coutu Copyright NHRD Pune Chapter
  27. 27. Characteristics of Personal Resiliency • A staunch acceptance of reality • A deep belief that life is meaningful • An uncanny ability to improvise Copyright NHRD Pune Chapter
  28. 28. What if… • You only have 7 months to live and you can do whatever you want to do… • How would you manage this drastic change? Copyright NHRD Pune Chapter
  29. 29. Emotional Experience of Change Increase self-reliance •Acceptance •Anger (Emotion) Gradual realization of real consequences Movement towards Mood increased self- Why me?? •Bargaining awareness & (Stability) contact with others Loneliness, guilt, •Denial (Shock) meaningless •Depression Copyright NHRD Pune Chapter
  30. 30. Acceptance of Reality Holding Letting Moving On Go On Copyright NHRD Pune Chapter
  31. 31. Acceptance of Reality • Recognize your emotions about change • Express your emotions about change • Accept the responsibility of managing change • Light up your life with hope and positive action Copyright NHRD Pune Chapter
  32. 32. Change Management Styles • Victim • Survivor • Adapter • Master Copyright NHRD Pune Chapter
  33. 33. Victim Copyright NHRD Pune Chapter
  34. 34. Survivor Copyright NHRD Pune Chapter
  35. 35. Adapter Copyright NHRD Pune Chapter
  36. 36. Master Copyright NHRD Pune Chapter
  37. 37. Mastering Change You may not be able to master the decision and process of life changes but you can master your emotions about those changes and your ability of mastering those changes Copyright NHRD Pune Chapter
  38. 38. Mastering Change Copyright NHRD Pune Chapter
  39. 39. Mastering Change • Know your goal • Anchor on your values • Manage with your strengths • Maintain your balance • Hope for a better future Copyright NHRD Pune Chapter
  40. 40. Know Your Goal “Forgetting what lies behind and reaching forward to what lies ahead. I press on towards the goal…” Copyright NHRD Pune Chapter
  41. 41. Visualization of Change Outcome The secret of successful change management is to concentrate your mind on the feeling that you have already achieved your goal Copyright NHRD Pune Chapter
  42. 42. Visualization of Change Outcome “Just think about the baby!” Copyright NHRD Pune Chapter
  43. 43. Making of Corporate Athlete “Tough time never lasts, tough people do.” Copyright NHRD Pune Chapter
  44. 44. Energize your Life! Change is only a process! Copyright NHRD Pune Chapter
  45. 45. DNA of Well-Beings Well- By Margret Moore of WellCoaches Corporation Positive psychology A scientific basis for well- being: health & happiness Copyright NHRD Pune Chapter
  46. 46. Prayer for Managing Change • Give me Patience to accept the things that I cannot change. • Give me Courage to change the things that I can. • Give me Wisdom to know the difference of the two. Copyright NHRD Pune Chapter
  47. 47. Hope for a Better Future • Hope is a promise • Hope is a commitment • Hope is waiting for the “sunrise”; the darkness will soon be over • Hope is believing and seeing a better future Copyright NHRD Pune Chapter
  48. 48. Get Yourself Ready for Change • Viewing change as challenge • Taking control for your future • Staying committed to your mission and hope Copyright NHRD Pune Chapter
  49. 49. Questions and Answers Mr. Eric Kung, M.DIV., M.S.W., B.COMM. Chairman & CEO, Human Dynamic Copyright NHRD Pune Chapter