The document provides an overview of change management. It defines change management as a structured approach to transitioning from a current state to a desired future state. It discusses the forces driving change management, including new technologies, strategies, and processes. It outlines five key activities for effective change management: motivating change, creating a vision, developing political support, managing the transition, and sustaining momentum. Finally, it discusses the principles of change management and tools that can be used, such as communication planning, training, and recognizing successes.

2. Presentation On Management Change
Presented By
Zubair Afzal
REG#: 52-FMS/BSAF/S16
and
Ibrahim Naeem
REG#: 51-FMS/BSAF/S16

3. TABLE OF CONTENTS
What is Management
What is Change Management
Forces of Change Management
Principles of Change Management
Five Activities Contributing to Effective Change Management
Elements of Change Enablement

4. Change Management
What Is Management?

5. Change ManagementWhat is Change Management ?
Change management is a structured approach to transitioning individuals, teams, and
organizations from a current state to a desired future state
Quotation : Change your thoughts and you change your world

6. _________________________________Why Change ?
No Change is without a purpose .
Environment internal or Competition
external factors innovation.
Systems Upgrades
Processes New strategy
Culture Outsourcing
Continuous improvement New technology

7. --------------------------------------------------------Few changes over the World
Nobody can go back and start a new beginning, but
anyone can start today and make a new ending

8. ---------------------------------------------------Forces for Change Management
Knowledge
Economy”
Virtual organization
 Electronic commerce
Digital convergence
Mergers & acquisitions
Privatizations

9. Forces For Change Management
External Forces
.Technology
. Marketing Condition
. Social changes
. Political Forces
Internal Forces
. Nature Of Work Force
. Change in Managerial Personnel
. Deficiencies in Existing Management Structure
. To avoid Developing inertia

12. ------------------------Two Side of Change
Technical Side of Change Human side of change

13. --------------------------------
Principles of Change Management
 Change can be enabled, not managed
 Change must be linked to business and performance goals
 Building capacity to change is a strategic imperative
 Building capacity for change is an evolutionary process
 Effective change processes require a systemic view of the organization
 The change process involves both organizational and personal transitions

14. -------------Five Activities Contributing to Effective
Change Management
1. Motivating Change
2. Creating Vision of Change
3. Developing Political Support
4. Managing the Transition of Change
5. Sustaining Momentum

15. -------------------------------------------
Motivating Change
General guidelines for managing this phase include enlightening members of the
organization about the need for change, expressing the current status of the
organization and where it needs to be in the future
Creating Vision of Change
Leaders in the organization must articulate a clear vision that describes what the change
effort is striving to accomplish. Ideally, people in the organization have strong input to the
creation of the vision and how it can be achieved.
Developing Political Support
Politics in organizations is about power Power usually comes from credibility, whether
from strong expertise or integrity.
Managing the Transition of Change
when the organization works to make the actual transition from the current state to the
future state. In consultations, this phase usually is called implementation of the action
plans
Sustaining Momentum
Sustain Momentum are positioned to assist organizations reach their business
goals through a vision shared to achieve sustainable goals through teamwork,

16. ----------------
Elements of Change Management
ADKAR Model of Change Management
(Henkaten Kanrl)
oAwareness
oDesire
oKnowledge
oAbility
oReinforcement

17. ----------------------------------
Tools or components of change management
include:
. Readiness assessments
. Communication and communication planning
. Sponsor activities and sponsor roadmaps
. Coaching and manager training for change management
. Training and employee training development
. Resistance management
. Data collection, feedback analysis and corrective action
. Celebrating and recognizing success

18. ----------------------------
8 Steps to a successful change
1. Establish a sense of urgency
2. Build a guiding Team
3. Develop a vision and strategy
4. Communicate the change vision
5. Empower broad-based action
6. Generate short-term wins
7. Consolidate gains and produce more change
8. Anchor new approaches in the culture

19. --------------------------------------Change Management Process
 Identify requests for change
 Confirm the feasibility of each change
 Control the way that change is undertaken
 Manage the approval of change

20. -------------------------------------Change Management Process
1: Urgency Creation
If you are planning to make a change, then you need to make others want it. You can
create urgency around what you want to change and create hype.
2: Build a Team
If your convincing is strong, you will win a lot of people in favor of change. who support
you. Since changing is your idea,
3: Create a Vision
having a vision is a must when a change takes place,. The vision makes everything
clear to everyone. When you have a clear vision, your team members know why they
are working on the change initiative and rest of the staff know why your team is doing
the change
4: Communication of Vision
Deriving the vision is not just enough for you to implement the change. You need to
communicate your vision across the company.
5: Go for Quick Wins
Quick wins are the best way to keep the momentum going. By quick wins, your team will
have a great satisfaction and the company will immediately see the advantages of your
change initiative

21. -----------------------------------------Conclusion
In the constantly changing corporate world, the one who welcomes the changes
stays ahead of the competition.
If you are not much comfortable with changes happening around you, reserve
some of your time to read 'Who Moved My Cheese?
This will tell you the whole story about why the change is required and how you
can make use of the change to excel in what you do.

22. QUESTIONS ?

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