This document provides an overview of change management. It defines change management as a systematic approach to dealing with organizational transitions. It discusses the importance of having an effective vision to guide change efforts. It also outlines principles of change, different forces that can drive change, models of change management, and common responses to and obstacles of change. The document concludes by noting that the nature of change has become more abrupt and impactful in today's context.

1. CHANGE
MANAGEMENT

2. Contents
• Meaning of Change Management
• Change Management
• Change starts with a vision
• Characteristics of an effective vision
• Principles of change
• Forces for change
• 3 states of change management
• Change management models
• Process of planned change
• Responses to change
• Types of planned change
• Constituents of change management
• Resistance to change
• Common obstacles to change
• Conclusion

3. What is change management?
Change management is a systematic approach to dealing with
the transition or transformation of an organization’s goals, processes
and technologies.

4. Change Management
 As a systematic process
Change management is the formal process for organizational change,
including a systematic approach and application of knowledge.
 As a means of transitioning people
Change management is a critical part of any project that leads,
manages, and enables people to accept new processes, technologies,
systems, structures, and values.
 As a competitive tactic
Change management is the continuous process of aligning an
organization with its marketplace—and doing so more responsively and
effectively than competitors.

5. Changes starts with a vision
A change effort or initiative must start with a vision. Whether
change is prompted by external or internal factors creating a vision will
clarify the direction for the change.

6. Characteristics of an effective vision
 Imaginable
-conveys a picture of what the future will look like
 Desirable
-appeals to the long-term interests of employees, customers,
stakeholders etc.
 Feasible
-comprises realistic, obtainable goals
 Focused
-clear enough to provide guidance in decision making

7.  Flexible
-General enough to allow initiative and alternative responses
 Communicable
-can be fully explained in 5 minutes

8. Principles of change
 Change is process that can be enabled ,not managed.
 The change process must be linked to business and performance
goals.
 Building capacity to change is a strategic imperative.
 Building capacity for change is an evolutionary process.

9. Forces for change
Internal ExternalForces
for
change

10.  3 states of change management
3
states
• Current state
• Future state
• Transition state

11. Change management model
• Unfreezing
• Changing
• Refreezing

12. Process of planned change
Identify the need for change
Diagnose the problem
Plan the change
Implement the change
Follow up feedback

13. Responses change management
 Doubt
 Resistance
 Anger
 Uncertainty

14. Types of planned changes
 Structural change
structural change is a changed aimed at increasing organizational
effectiveness through modification in the existing organizational structure.
 Redesigning task
Here change efforts focus on increasing the scope or diversity and
depth of the job.

15.  Changing technology
A technology change is concerned with organisation’s
production process, how the organisation does its work.
 Culture /people change
People change emphasises increasing organisational
effectiveness by changing attitudes, skills, perceptions, expectations
and values of organisation members.

16. Constituents of change management
 Planning
 Anticipating risk
 Developing an approach or strategy
 Developing procedure for implementation of plan to change
 Leadership
 Involvement

17. Resistance to change
 Awareness & communication
 Training & development
 Participation
 Facilitation & support
 Negotiation

18. Common obstacle to change
 Obstacles experienced during major organizational changes

19. Conclusion
The nature of change has changed significantly ;it is no longer
linear and incremental as it is used to be in the past .in the present
context ,it has become fierce and abrupt ,with much deeper and
broader implications .