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[HR601] 004. Introduction to Change ManagementAriantoMuditomo
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This presentation is prepared by Author for Perbanas Institute as a part of Author Lecture Series. It is to be used for educational and non-commercial purposes only and is not to be changed, altered, or used for any commercial endeavor without the express written permission from Author and/or Perbanas Institute. Appropriate legal action may be taken against any person, organization, or entity attempting to misrepresent, charge, or profit from the educational materials contained here.
Authors are allowed to use their own articles without seeking permission from any person, organization, or entity.
IT Infrastructure Management Powerpoint Presentation SlidesSlideTeam
Enhance your audiences knowledge with this well researched complete deck. Showcase all the important features of the deck with perfect visuals. This deck comprises of total of seventy slides with each slide explained in detail. Each template comprises of professional diagrams and layouts. Our professional PowerPoint experts have also included icons, graphs and charts for your convenience. All you have to do is DOWNLOAD the deck. Make changes as per the requirement. Yes, these PPT slides are completely customizable. Edit the colour, text and font size. Add or delete the content from the slide. And leave your audience awestruck with the professionally designed IT Infrastructure Management Powerpoint Presentation Slides complete deck. https://bit.ly/3sGXmkZ
Impact Of IT(Information Technology) on Organization Sarfraz Soomro
The use of computers and information technology has brought many changes to organizations.
The manager’s job
Organizational structure, authority and power
Job content (Value and Supply Chain)
Employee career paths
Talking Points and Agenda:
Why change management is important?
Brief about the book "who moved my cheese"
The Change Curve
Emotional intelligence and people reacting to change
Guidelines on how to adopt to change
How to tackle negative resistance
Examples of change management methodologies
Lewin's Model
Beckhard and Harris
Change Control Process PowerPoint Presentation SlidesSlideTeam
Change control process PowerPoint presentation slides help change management teams to focus on objective and results. This organization change management PowerPoint template contains visual graphics on types of change management, forces for change, gap analysis, vision statement, organizational change readiness, change management agents, role of leadership in CM, role of team members, role of key stakeholders, Lewin’s three-stage change model, ADKAR model, bridge transition model, Szpekman’s communication framework, Roger’s technology adoption curve, risk and barriers, risk assessment etc. Further our business process reengineering PPT presentation helps to present extensive planning through professionally designed slides such as risk matrix, resistance assessment survey, resistance to change, resistance management plan, implementation strategies, change transition plan, change transition curve, communication plan, CM training, and timeline, sustaining momentum, change management cost, evaluation, results, performance dashboard etc. Download this self-explanatory business transformation process presentation template to adopt new methods without difficulty. Climb away with our Change Control Process PowerPoint Presentation Slides. Get to the crest with complete ease.
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Make a successful organizational transition using content-ready Change Management Overview PowerPoint Presentation Slides. Take a systematic approach to deal with the transition or transformation of an organization’s goals, targets, processes, infrastructure or technologies. Incorporate professionally designed ready-made change management overview PPT presentation slides to help people of your organization to adapt a change. This deck comprises of various templates that will help you achieve the same such as identify the change, types of change management, forces for change, define your vision, gap analysis, organization change readiness checklist, and more. These templates are completely editable. You can use them as per your need. Add your own points or process to bring a positive change in your organization. Achieve organizational goals, meet customers’ expectations, improve systems and processes and more with change management. Get access to the organizational transitional PPT templates to deliver best of the products and services to the customers. Ring a bell with our Change Management Overview Powerpoint Presentation Slides. Help the audience make a connection. https://bit.ly/3b96A2b
[HR601] 004. Introduction to Change ManagementAriantoMuditomo
Copyright Notice:
This presentation is prepared by Author for Perbanas Institute as a part of Author Lecture Series. It is to be used for educational and non-commercial purposes only and is not to be changed, altered, or used for any commercial endeavor without the express written permission from Author and/or Perbanas Institute. Appropriate legal action may be taken against any person, organization, or entity attempting to misrepresent, charge, or profit from the educational materials contained here.
Authors are allowed to use their own articles without seeking permission from any person, organization, or entity.
IT Infrastructure Management Powerpoint Presentation SlidesSlideTeam
Enhance your audiences knowledge with this well researched complete deck. Showcase all the important features of the deck with perfect visuals. This deck comprises of total of seventy slides with each slide explained in detail. Each template comprises of professional diagrams and layouts. Our professional PowerPoint experts have also included icons, graphs and charts for your convenience. All you have to do is DOWNLOAD the deck. Make changes as per the requirement. Yes, these PPT slides are completely customizable. Edit the colour, text and font size. Add or delete the content from the slide. And leave your audience awestruck with the professionally designed IT Infrastructure Management Powerpoint Presentation Slides complete deck. https://bit.ly/3sGXmkZ
Impact Of IT(Information Technology) on Organization Sarfraz Soomro
The use of computers and information technology has brought many changes to organizations.
The manager’s job
Organizational structure, authority and power
Job content (Value and Supply Chain)
Employee career paths
Talking Points and Agenda:
Why change management is important?
Brief about the book "who moved my cheese"
The Change Curve
Emotional intelligence and people reacting to change
Guidelines on how to adopt to change
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Examples of change management methodologies
Lewin's Model
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Change control process PowerPoint presentation slides help change management teams to focus on objective and results. This organization change management PowerPoint template contains visual graphics on types of change management, forces for change, gap analysis, vision statement, organizational change readiness, change management agents, role of leadership in CM, role of team members, role of key stakeholders, Lewin’s three-stage change model, ADKAR model, bridge transition model, Szpekman’s communication framework, Roger’s technology adoption curve, risk and barriers, risk assessment etc. Further our business process reengineering PPT presentation helps to present extensive planning through professionally designed slides such as risk matrix, resistance assessment survey, resistance to change, resistance management plan, implementation strategies, change transition plan, change transition curve, communication plan, CM training, and timeline, sustaining momentum, change management cost, evaluation, results, performance dashboard etc. Download this self-explanatory business transformation process presentation template to adopt new methods without difficulty. Climb away with our Change Control Process PowerPoint Presentation Slides. Get to the crest with complete ease.
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Change Control Description PowerPoint Presentation Slides SlideTeam
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This presentation by Morris Kleiner (University of Minnesota), was made during the discussion “Competition and Regulation in Professions and Occupations” held at the Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found out at oe.cd/crps.
This presentation was uploaded with the author’s consent.
Sharpen existing tools or get a new toolbox? Contemporary cluster initiatives...Orkestra
UIIN Conference, Madrid, 27-29 May 2024
James Wilson, Orkestra and Deusto Business School
Emily Wise, Lund University
Madeline Smith, The Glasgow School of Art
0x01 - Newton's Third Law: Static vs. Dynamic AbusersOWASP Beja
f you offer a service on the web, odds are that someone will abuse it. Be it an API, a SaaS, a PaaS, or even a static website, someone somewhere will try to figure out a way to use it to their own needs. In this talk we'll compare measures that are effective against static attackers and how to battle a dynamic attacker who adapts to your counter-measures.
About the Speaker
===============
Diogo Sousa, Engineering Manager @ Canonical
An opinionated individual with an interest in cryptography and its intersection with secure software development.
Have you ever wondered how search works while visiting an e-commerce site, internal website, or searching through other types of online resources? Look no further than this informative session on the ways that taxonomies help end-users navigate the internet! Hear from taxonomists and other information professionals who have first-hand experience creating and working with taxonomies that aid in navigation, search, and discovery across a range of disciplines.
This presentation, created by Syed Faiz ul Hassan, explores the profound influence of media on public perception and behavior. It delves into the evolution of media from oral traditions to modern digital and social media platforms. Key topics include the role of media in information propagation, socialization, crisis awareness, globalization, and education. The presentation also examines media influence through agenda setting, propaganda, and manipulative techniques used by advertisers and marketers. Furthermore, it highlights the impact of surveillance enabled by media technologies on personal behavior and preferences. Through this comprehensive overview, the presentation aims to shed light on how media shapes collective consciousness and public opinion.
2. Table Of Content
08
07
06
05
01
02
03
04
Identify The Change
Vision For Change
Change Management Agents
Change Management FrameworkResistance And Risk
Implementation Strategies
Cost Of Change
Feedback And Evaluation
2
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3. Identify The Change
Types Of Change Management
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needs and capture your audience's attention.
Forces For Change
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needs and capture your audience's attention.
Vision For Change
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needs and capture your audience's attention.
Gap Analysis
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needs and capture your audience's attention.
Organization Change Readiness
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needs and capture your audience's attention.
3
4. Types Of Change Management
Description Used For Who Impacted
Systemic
Management of the systemic changes
associated with IT applications,
architecture or infrastructure
▪ System implementations
▪ Software upgrades
▪ Other it changes
IT professionals
Project
Management of score or schedule
change for a specific
▪ All Projects
▪ Project Core Team
▪ Extended Team
Organizational
Planning & implementing the tools,
processes, skills & principles for
managing the people side of change
to achieve the required outcomes of a
project or initiative
▪ All Projects
▪ Many System Implementations
▪ Most Software Upgrades
▪ Many other IT changes
▪ Company Restructuring
▪ Mergers & Acquisitions
▪ Introducing new channels, brands
or business Models
▪ Targeted employees or
departments
▪ Ancillary Employees or
Departments
▪ IT Professionals
▪ Stakeholders
Change happens at every level of
your organization. We have listed
common changes which happen in
an organization. You can choose
the type of change your
organization is going through
4
5. Forces For Change
Option 1
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Option 2
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needs and capture your audience's attention.
Mergers & Acquisitions
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needs and capture your audience's attention.
Political-Legal Reasons
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needs and capture your audience's attention.
Electronic Commerce
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needs and capture your audience's attention.Social-Culture Reasons
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needs and capture your audience's attention.
Privatizations
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needs and capture your audience's attention.
New Technology
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Digital Convergence
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needs and capture your audience's attention.
Knowledge Economy
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needs and capture your audience's attention.
There are several reasons for
change at every level of your
organization. We have listed few
reasons for the changes that
happen in an organization. You
can choose the appropriate reason
for your organization
Use pie chart for thais slide
5
6. Define Your Vision (Option 1 of 2)
Where you want to be
▪ Your Text Here
▪ Your Text Here
▪ Your Text Here
▪ Your Text Here
▪ Your Text Here
▪ Your Text Here
▪ Your Text Here
▪ Your Text Here
Where you are
Define your Vision for change
management considering what are
the current situation/ challenges of
the organization and what it will
look like in future
6
7. Define Your Vision (Option 2 of 2)
Step 1
Step 2
Step 3
Step 5
Step 4
▪ Your Text Here
▪ Your Text Here
▪ Your Text Here
▪ Your Text Here
▪ Your Text Here
Where you want to be
▪ Your Text Here
▪ Your Text Here
▪ Your Text Here
▪ Your Text Here
▪ Your Text Here
Where you are
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capture your audience's attention.
GAP analysis helps in identifying
key areas of improvement from
current state to future state. Using
this tool, you can make important
decisions about the future and
how the business needs to
change.
7
8. Gap Analysis
Current State Future State Gap
Actions to close
Gap
What What happen? What should it look like? What is different?
What will be done to
address the gap?
Where Where is the confusion? Where will it change? Where will it be different?
Where will it be
addressed?
When When is it done? When will it change?
When are the
differences needed?
When will it be addressed?
Who Who does the work? Who will do this?
Who will identify & validate
the gap?
Who will make the decision
& complete it?
How How is it sequenced?
How will it be timed
& resourced?
How will the gaps be
improved?
How will it be rolled out?
GAP analysis helps in identifying
key areas of improvement from
current state to future state. Using
this tool, you can make important
decisions about the future and
how the business needs to
change.
8
9. Organization Change Readiness Checklist (1/2)
People Readiness Action Required When Completed
Business Unit / Product Group Actions
Is the auditing & metering tool configured?
Have the business unit contacts been briefed by the project team?
Has the priority for this project been set by the business unit management team?
Training
Has the target training audience been identified and nominated?
Has a training needs analysis been carried out?
Is the training information sheet available?
has the training provider been established?
Has the training co-ordinator been provided with the training details and put in place the
necessary arrangements?
Will all field readliness criteria have been practically met prior to training roll-out?
Deliverable
▪ Your Text Here
▪ Your Text Here
Implementation
Team Leader
▪ Your Text Here
▪ Your Text Here
Implementation
Sponsor
▪ Your Text Here
▪ Your Text Here
This checklist is
an important factor in successful
implementation of new policies,
programs. A detailed checklist
must be completed to ensure all
elements of the change have been
addressed
9
10. Organization Change Readiness Checklist (2/2)
Systems Readiness Action Required When Complete
Information & Communications Technology (ICT)
Is the auditing & metering tool configured?
Content
Have the approved procedures/policies been published?
Do the proposed users have access to appropriate documentation?
Business application
Is there a software application relevant to this deliverable?
Is there a support model for this application and are the details
available for distribution?
Has the relevant IT business unit been notified of Installation and
support requirements?
This checklist is
an important factor in successful
implementation of new policies,
programs. A detailed checklist
must be completed to ensure all
elements of the change have been
addressed
10
11. 11
Change Management Agents
Board
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Sponsors
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Leaders
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Team Members
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Stakeholders
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12. Change Management Board
Change Manager
(Chair)
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Secretary
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Finance Manager
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Service Level Manager
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Release Manager
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Business Case Representative
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Problem Manager
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Application Manager
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needs and capture your audience's attention.
Board play an essential role in an
organization's overall change
management strategy. You can
edit the slide to add the names of
change management board
members of your organization
12
14. 35%
33%
19%
8%
5%
Vision
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needs and capture your audience's attention.
Energizing People
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needs and capture your audience's attention.
Communication
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needs and capture your audience's attention.
Competence
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needs and capture your audience's attention.
Charisma
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needs and capture your audience's attention.
Define Role Of Leadership In CM
Successful organizational change
depends on leaders and their level
of involvement in the process of
change. We have listed few
responsibilities of leadership. You
can edit this based on your
requirement
14
15. 15
Define Role
Of Team
Members
You can edit this slide and
mention the responsibilities of key
team members involved in the
change management process
▪ Take Responsibility For Key Initiatives
▪ Coordinate Project Team
▪ Report To Business Unit GM And Change Office On Project Progress
Project Leaders
▪ Develop Leadership Change Management Capability
▪ Provide Ongoing Change Advice To Leaders
Release Management Role
▪ Coordinate Project Infrastructure & Integration
▪ Prioritize And Plan Overall Project Timeframes
Process Co-ordination Role
▪ Take Responsibility For Key Initiatives
▪ Coordinate Project Team
▪ Report To Business Unit GM And Change Office On Project Progress
Performance Management Role
16. Role Of Key Stakeholders
Driving
Advocacy
Active Participation
Understanding
Willingness
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audience's attention.
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it to your needs and capture your
audience's attention.
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it to your needs and capture your
audience's attention.
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it to your needs and capture your
audience's attention.
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it to your needs and capture your
audience's attention.
You can edit this slide and
mention the names and roles of
key stakeholders who influence
the change management decision
16
17. Process
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Plan
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Tools
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Models
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Change Management
Framework
17
18. ▪ Change request board
reviews change request
▪ CRB selects the process
map based on the change
request
▪ CRB routes the plan for
necessary approvals
Review by Change
Request Board ▪ Rollout changes
▪ Allocate resources
▪ Communicate changes
▪ Align system, structure
& policies
Implementation
Identify the change &
all the particulars of
the change
Initiate Change
Request ▪ Identify the impact of
changes
▪ Anticipate and mitigate
the risks
▪ Develop implementation &
release strategies
Planning
▪ Evaluate the
effectiveness of the
changes
▪ Review the areas of
resistance and prepare
strategies to manage it
Review
▪ Maintain
momentum
▪ Apply methods for
continuous
improvement
Sustain
Change Management Process
The change management process is
the sequence of steps or activities that
a change management team follow to
drive change management. We have
mention basic steps of change
management process. You can add or
delete the steps based on your
requirement
18
19. SR No Change Request Priority Impacts Effort Hours $ $ Total Approved
1 Change Request # Priority Impacts Requirements 10 $100 $1000
Approved
By
2 Change Request # Priority Impacts Design 20 $200 $4000
Approved
By
3 Change Request # Priority Impacts Test 30 $300 $9000
Approved
By
4 Change Request # Priority Impacts Implementation 40 $400 $16000
Approved
By
5 Change Request # Priority Impacts Requirements 50 $500 $25000
Approved
By
6 Change Request # Priority Impacts Design 60 $600 $36000
Approved
By
7 Change Request # Priority Impacts Test 70 $700 $49000
Approved
By
8 Change Request # Priority Impacts Implementation 80 $800 $64000
Approved
By
9 Change Request # Priority Impacts Requirements 90 $900 $81000
Approved
By
Change Management Plan
A basic plan defines activities and
roles to manage and
control change during the execute and
control stage of the project template
basic structure has been shown in this
slide. You can edit it based on your
requirement
19
20. Change Management Tools 20
Stakeholder
Analysis
Identify stakeholder
engagement levels for
mutual solutions
Change Impact
Assessment
Identify potential
impact of change on
the organization
Job Impact
Assessment
Ascertain the impact
of change on roles &
people
Change Effectiveness
Assessment
Determine the need to
re-evaluate the current
approaches to ensure
sustainability of change
Change Readiness
Assessment
Diagnose AS-IS
situation & evaluate the
employees readiness
towards the change
Tools
21. Change Management Models
CM
Models
The Johari
Window
Kotter's Eight Phases of
Change
The ADKAR
Change Model
The McKinsey 7S
Framework
The Burke-Litwin
Change Model
Leavitt's
Diamond
Lewin's Three Stage
Change Model
Bridges' Transition
Model
Change Curve
Model
Various models used in change
management process have been listed
down. You can choose one or more
models based on your requirement
21
22. Lewin's Three Stage Change Model
▪ Educate (everyone
understands)
▪ Inform (what, why, when, how)
▪ Consult (seek views & ideas,
allow thinking time, use others’
ideas )
▪ Plan (objectives, resources,
time-scales, measures,
budgets)
▪ Organise (work plans)
▪ Appoint (leaders, managers,
teams)
“Readiness to Change”
Unfreezing
▪ Praise
▪ Encouragement
▪ Recognition & empathy
▪ Coach
▪ Train
▪ Lead
▪ Manage
▪ Help & guidance
▪ Regular feedback
▪ Provide adequate
resources
“Implementation”
Changing
▪ Set performance indicators
▪ Monitor & evaluate
performances
▪ Establish systems to make it
happen
▪ Establish controls to check it is
happening
▪ Rewards for new behaviour
▪ Sanction (or lack of reward) for
old behaviour
▪ A period of relative stability
(consolidate)
“Making it Stick”
Refreezing
We have mentioned a framework of
Lewin’s three stage model, you can
use it as per your requirements
22
23. ADKAR Model
ADKAR MODEL
PhasesofaChangeProject
Phases of Change for Employees
Awareness Desire Knowledge Ability Reinforcement
Implementation
Post - Implementation
Concept & Design
Business Need
Successful
Change
This slide shows framework of
ADKAR’s model, you can use it as
per your requirements
23
24. Bridge Transition Model
Ending Transitions New Beginning
Uncertainty
Exploration
Skepticism
Commitment
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audience's attention.
This slide shows framework of
Bridge Transition model, you can
use it as per your requirements
24
25. Szpekman's Communication Framework
Knowledge / Skill Emphasis
▪ Competency Models
▪ Hiring Processes
▪ Orientation Programs
▪ Training & Development
▪ Feedback & Coaching
▪ Talent Planning
Measures
▪ Performance Management
▪ 360 degree Feedback
▪ Employee Surveys
▪ Performance Metrics & Benchmarks
Rewards
▪ Compensation Plans
▪ Benefits
▪ Recognition Programs
▪ Promotions
Structure / Process
▪ Organization Structure
▪ Career Paths
▪ Policies & Procedures
▪ Roles & Responsibilities
▪ Tools & Support
Leadership
▪ Vision & Strategy
▪ Agenda Items
▪ Questions
▪ Praise
▪ Resources
▪ Assignments
▪ Symbolic Behavior
Communication
▪ Communication Plans
▪ Print & Electronic Media
▪ Face-to-Face Communication
Managers
This slide shows framework of
Szpekman's Communication, you
can use it as per your
25
26. Roger's Technology Adoption Curve
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it to your needs and capture your
audience's attention.
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audience's attention.
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audience's attention.
Innovators Early Adopters Early Majority Late Majority Laggards
This slide shows adoption curve of
change, you can edit it as per your
requirements
26
27. 27
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it to your needs and capture your
audience's attention.
Resistance
Management Plan
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it to your needs and capture your
audience's attention.
Resistance to
Change
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audience's attention.
Risk
Assessment
Risk &
Barriers
28. Risk Assessment
Risk
No.
Date of
risk
occurring
Brief Description of Risk Low
Mediu
m
High
Mitigation
Action
Approval of
Commencem
ent
Date of Commencement
▪ Identify the risk and assess the
significance and likelihood of it occurring
and plan the contingency.
▪ What risks may occur upfront?
▪ Identify the key concepts that may arise
along the way
▪ Identify the risk and assess the
significance and likelihood of it occurring
and plan the contingency.
▪ What risks may occur upfront?
▪ Identify the key concepts that may arise
along the way
▪ Identify the risk and assess the
significance and likelihood of it occurring
and plan the contingency.
▪ What risks may occur upfront?
▪ Identify the key concepts that may arise
along the way
▪ Identify the risk and assess the
significance and likelihood of it
occurring and plan the contingency.
▪ What risks may occur upfront?
▪ Identify the key concepts that may arise
along the way
For effectively change
management process, it is
important to identify all the
possible risk elements which
might get associated with it. Below
is a template which you can use to
list down all the possible types of
risk and mention there possible
impact on the project
28
29. Risk Matrix
Consequences
Likelihood
1
Insignificant
2
Minor
3
Moderate
4
Major
5
Catastrophic
A
Almost Certain
Medium High High Very High Very High
B
Likely
Medium Medium High High Very High
C
Possible
Low Medium High High High
D
Unlikely
Low Low Medium Medium High
E
Rare
Low Low Medium Medium High
Key
Very High Risk
Do Something to control the risk
Immediately
High Risk
Do something about these risks
Medium Risk
Low Risk
Does not need immediate attention
For effectively change
management process, it is
important to identify all the
possible risk elements which
might get associated with it. Below
is a template which you can use to
list down all the possible types of
risk and mention there possible
impact on the project
29
30. Resistance Assessment Survey
Below is a list of potential areas for resistance that you maybe experiencing in the implementation of the SLM project. For each area indicate the degree to which you agree
or disagree by placing your response in the box from the following scale.
1 (Strongly disagree) 2 (Disagree) 3 (Neither agree or disagree) 4 (Agree) 5 (Strongly Agree)
Assess the across individually and highlight any scores that are greater than three. This area should then become your primary focus for the greatest resistance to your project.
Area of Resistance Description Rating
1. Lack of understanding of the purpose and drives for the changes
There maybe a lack of understanding of the purpose of the project.
There maybe lack of awareness of the need for the change to occur.
2. Feeling of losing control
People support what they have helped to create. If they feel they have not had
sufficient input, resistance usually increases.
3. Lack of support from various levels in the organization
If people perceive that key individuals or groups in their area are not genuinely
supportive of the project, their acceptance is difficult to secure.
4. Feel there is a real threat to my existing power, job security or
personal and career goals
Resistance is increased if people believe the change will result greater
emotional or career costs relative to what they may gain.
5. Concerns about a lack of skills and knowledge
People may resist change if they do not possess the skills or the ability for
optimal performance during and after the change.
6.High level of impact on daily work patterns
Failure to acknowledge and if possible, minimise the impact of project teams
activities and changes on people work patterns tends to promote distrust and
allentation.
7. Lack of time to absorb the changes
The ability of staff to assimilate the change and all its consequences must be
assessed
8. High level of uncertainty
Sometimes just the uncertainties of the situation can make people react
negatively
9. Adverse changes to key working relationships
Adversely affecting the way they relate to others or who they work with or who
they report to.
10. High level of past resentments and dislikes
People may distrust or dislike sponsors or change agents or have had negative
experience around change a lack of acceptance and enthusiasm for the change
will quickly materialise
11. Lack of incentives and rewards
Change involves learning and learning usually involves errors. When people are
not given the freedom to make mistakes while learning they become afraid.
People need to be rewarded for accomplishing the change in the form of
something they truly value.
For the smooth implementation of
change, it is important to identify
all the barriers. Below is a
questionnaire which you can use
to track all the possible barriers
30
31. Resistance To Change (1/2)
10%
20%
30%
40%
50%
60%
70%
80%
90%
0
2
4
6
8
10
12
14
Project Charter
Too Narrow
Technology users
not Involved
Inadequate Team
& Users Skills
Lack Of Cross-
Function Team
Unrealistic
Expectation
Lack of Executive
Champion
Lack of Executive
Commitment
Limitation Of
Existing System
Resistance to
Change
For the smooth implementation of
change, it is important to identify
all the barriers. You can rate all
the possible barriers and analyse
which barriers needs to be dealt
first
31
32. Resistance To Change (2/2)
10%
20%
30%
40%
50%
60%
70%
80%
90%
0
2
4
6
8
10
12
14
Project Charter
Too Narrow
Technology users
not Involved
Inadequate Team
& Users Skills
Lack Of Cross-
Function Team
Unrealistic
Expectation
Lack of Executive
Champion
Lack of Executive
Commitment
Limitation Of
Existing System
Resistance to
Change
For the smooth implementation of
change, it is important to identify
all the barriers. You can rate all
the possible barriers and analyse
which barriers needs to be dealt
first
Low Medium High
32
33. Resistance Management Plan
Key Areas of Resistance Actions to address Resistance Responsible Person
▪ Your Text Here
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Resistance can be
avoided if you have
effective change manage
ment plan. Use below
template to analyse
which barriers needs to
be dealt first and how.
33
34. Change Transition Plan
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Communicating the Change
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capture your audience's attention.
Change Management Training
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capture your audience's attention.
Timeline for Implementation
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capture your audience's attention.
Sustaining the Momentum
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capture your audience's attention.
Implementation
Strategies
34
35. Change Transition Plan
Preparation
Announcement
Grievances
New Positions
Team 1
Telecoms/PC
Management
Owner
ABC
Communications
Owner
ABC
H.R
Owner
ABC
Staff
Relocation
Owner
ABC
IT
Owner
ABC
Milestone 5
Oct 20
Milestone 4
Jun 29
Milestone 2
Mar 7
Milestone 1
Jan 10
Milestone 3
Mar 14
Milestone 6
Nov 30
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
Jan 5 - Mar 1
Feb 2 - Mar 14
Mar 14 – May 2
May 25 – Oct 20
Oct 21 – Nov 15
Nov 16 – Dec 20
This slide covers
the timeline of
various process,
you can use it as
per your
requirements
35
36. Change Transition Plan
Tasks Start
Duration
(Days)
%
Complete
02 09 16 23 30 06 13 20 27 05
Task 1 1/2/12 35 26%
Sub Task
1.1
1/2/12 10 40%
Sub Task
1.2
1/12/12 25 20%
Task 2 1/2/12 66 88%
Sub Task
2.1
1/2/12 30 100%
Sub Task
2.2
2/1/12 25 80%
Sub Task
2.3
2/27/12 10 70%
Task 3 1/2/12 10 40%
Sub Task
3.1
1/2/12 10 40% 40%
40%
70%
80%
100%
88%
20%
40%
26%
This a Gantt chart
representing the various
tasks to be performed
along with there duration
and degree of
completion, you can use
it as per the need.
36
38. Communication Plan (Option 1 of 2)
Audience Key Messages Delivery Methods Date
Length of Session
(if applicable)
Location
Example:
Team Leaders
Senior Managers
Sender
Example: Project
Manager
Example:
Staff Users
Sender Example: Supervisor
This table can be
used to prepare plan
for communicating the
change to the
employees. You can
edit it as per your
requirement
38
39. Communication Plan (Option 2 of 2)
Audience Key Messages
Delivery
Methods
Date
Length of
Session
(if applicable)
Location
Example:
Team Leaders
Senior Managers
Sender
Example: Project
Manager
Example:
Staff Users
Sender Example: Supervisor
This table can be
used to prepare plan
for communicating the
change to the
employees. You can
edit it as per your
requirement
39
40. Change Management Communication (1/2)
Industry Corporation Groups Individuals
Targeting email
Incentives
Workgroup Newsletters
Off the job Training
Coaching
Conflict Mediation
On the job Training
Soft Skills Training
Job Descriptions
& Goals
Focus Groups
Team coaching
E-Learning
Technical Workshops
Technical Symposiums
Kick-off
Team Development
Departmenta
l Newsletters
Client/Vendors Surveys
Client/Vendors
Workshops
Webcasts
PR Team work
Press Releases
Marketing
Team Work
CxO video
C-Suite lead by example
Mission Statement
Corporate Newsletters
Surveys
Town Hall Meetings
Internal Webcasts
Soft Skills
Hard Skills
Communication Tools Matrix Various channels for
communicating
change has been
listed down. You can
choose one or more
ways depending on
your requirement
40
41. Channels Under Direct Control Of
Management
Change Management Communication (Option 1 of 2)
Face-To Face
Options
▪ Department Meetings
▪ One-o-one meetings
▪ Town Hall Meetings
▪ Brown Bag Lunches
▪ Training courses and
workshops
Alternate Under Direct
Control Of Management
▪ Emails
▪ Corporate Newsletters
▪ FAQs
▪ Internal Memos
▪ Posters
▪ Intranet
Channels Not Under
Direct Control Of
Management
▪ Market Place Changes
▪ Customer Inputs
Various channels for
communicating
change has been
listed down. You can
choose one or more
ways depending on
your requirement
41
42. Change Management Communication (Option 1 of 2)
Channels Under Direct Control Of
Management
Channels Not Under
Direct Control Of
Management
▪ Market Place Changes
▪ Customer Inputs
Face-To Face
Options
▪ Department Meetings
▪ One-o-one meetings
▪ Town Hall Meetings
▪ Brown Bag Lunches
▪ Training courses and
workshops
Alternate Under Direct
Control Of Management
▪ Emails
▪ Corporate Newsletters
▪ FAQs
▪ Internal Memos
▪ Posters
▪ Intranet
Various channels for
communicating
change has been
listed down. You can
choose one or more
ways depending on
your requirement
42
44. Change Management Timelines
Diagnose Design Develop Deliver
April Shared
Change Purpose
Define Future State
Define Change
Governance
Change Impact
Assessment
Change Management
Plan
June Visible
Change Leadership
Develop Change Leaders Support Change Leaders
July
Smart
Engagement &
Communication
Stakeholder Analysis Build Change Network
Stakeholder
Communication
September Strong
Individual Performance
Knowledge & Skill
Assessment
Effective Performance
Management
Effective Training &
Knowledge Management
Effective Talent
Management
December Supportive
Organization & Culture
Culture Change
Analysis
Business Process
Alignment
Prepare organization
Design
Behaviour Change Plan
Implement organization
Design
February Meaningful
Change Measurement
Measure Change
Progress
Assess Change
Readiness
44
45. Sustaining Momentum
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Staying The Course
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audience's attention.
Reinforcing New
Behaviors
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to your needs and capture your
audience's attention.
Developing New
Competencies & Skills
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to your needs and capture your
audience's attention.
Providing Resource For
Change
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to your needs and capture your
audience's attention.
Building A Support System
For Change Agents
45
47. Change Management Cost
Task Name Cost 1st Quarter 2nd Quarter 3rd Quarter 4th Quarter
Jan Feb Mar Apr May June July Aug Sep Oct Nov Dec
Top Down Plan $80,000
Strategy $15,000
Change Readiness
Assessment
$20,000
Execute Change $20,000
Long Term
Sustainment
$20,000
47
49. Change Management Questionnaire / Feedback
Descriptor Comments/Feedback
What were the key objectives of the change?
What has enabled you to sustain the change?
Did you effectively plan the change?
Would you do anything differently next time during the planning stage?
Did you communicate with the right people at the right time in the right way?
Would you use different communication strategies in the future?
What worked well with the change process?
What would you do differently next time?
What were the key lessons learned?
49
50. Results 50
82%
78%
68%
66%
57%
31%
25%
15%
23%
32% 31%
41%
62%
60%
2% 1% 1%
9%
18%
1%
0
10
20
30
40
50
60
70
80
90
Strongly Agree Agree Disagree Strongly Disagree
Effective
Leadership at
all Levels
Strong Sense of shared
purpose one that is
Inspiring and Engaging
Strong
Customer
Focus
Employee
Involvement and
Support for Change
Commitment to
Learning &
Change
Speed of Delivery
Balanced with
Effective Governance
Understanding of the
Impact of the
Organization on
Society
51. Change Management Experience
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
Category 1 Category 2 Category 3 Category 4
16%
46%
77%
96%
Poor (n=244)
Fair (n=653)
Good (n=834)
Excellent (n=165)
OverallEffectivenessOf
ChangeManagement
Program
51
52. Change Management Performance Dashboard
%Change Implemented Within Target
100
60 40
33 34 56
32 59 80
%Changes Failed
%Emergency Changes
Average Change
Implementation Time
Average Cost Per
Change
%Change Rejected
6
24
40
27
6
Critical High Low Medium None
Changes By Priority
Change Management
Dashboard for Apr 09
Change Management Score
0 20 40 60 80 100
87%
13%
• Emergency
• Abc
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.
52
57. Clustered Bar
40
30
25
45
0
10
20
30
40
50
Jan Feb Mar Apr
Profit(Inpercentage)
▪ Product 01
15
32
48
40
0
10
20
30
40
50
Jan Feb Mar Apr
Profit(Inpercentage)
▪ Product 02
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.
57
58. Rader Chart
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.
1/2/2018
1/3/2018
1/4/20181/5/2018
1/6/2018
58
59. Stacked Line with Marker
0
10
20
30
40
50
60
70
80
90
100
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
Profit(InThousands) 92%
80%
▪ Product 01 ▪ Product 02
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.
59
62. Our Mission 62
Vision
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Mission
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Goal
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Strategies
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63. Jack Hill
Designation
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Mark Albert
Designation
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Rose Smith
Designation
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Julie Parker
Designation
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Our Team 63
64. 64
Target Audiences
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Preferred by Many
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Values Client
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About
Us
65. Quotes 65
When everything
seems to be going
against you remember
an airplane
takes off against the
wind not with it.
Henry Ford
66. 75%
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55%
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45%
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Financial 66
67. Comparison
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Female
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Male
80% 60%
67
68. Idea
Vision
Success
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69. 69
Puzzle
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70. Venn
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attention.
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02
03
70
71. 71
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Target
72. Mind Map
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01
02
03
04
05
72
73. Bulb Or Idea
01
0203
04 This slide is 100% editable.
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73