The document discusses change management and outlines eight things that leaders who successfully manage change do in the right order. The eight steps are: establish a sense of urgency, form a powerful guiding coalition, create a vision, communicate the vision, empower actions, plan for and create short-term wins, consolidate improvements and produce more change, and institutionalize new approaches. Managing change is a process, not an event, and leaders must realize transformation takes time.

1. Change Management --YOUR ULTIMATE TEST AS A LEADER

2. Change like a monster?

3. Changes never worked out…

4. Are you kidding me?!

5. Changes have nothing to do with me…

6. People have the very reason to say no to changes

7. Things do change... However...

8. As a leader, It’s your job to lead & manage change

9. Businesses are changing; Your competitors are changing.

10. All you need to do, Is just to take people out of their comfort zone...

11. But... How?

12. Leaders who successfully transform business do eight things right & they do them in right order... --john kotter

13. Establish a sense of urgency

14. Convince people that status quo is more dangerous than the unknown

15. Make them believe There is something really good in it

16. 75% of the management team support the change is a least

17. Form a powerful guiding coalition

18. Never work alone to facilitate a change

19. Assemble a group with shared commitment & enough power to lead the change effort

20. Encourage them to work as a team outside the normal hierarchy

21. Create a vision

22. People need to know where the change leads to

23. And how to get there

24. Communicate the vision

25. Walking the talk...

26. Words along with deeds...

27. Empower actions

28. Remove obstacles undermining the vision

29. Encourage risk taking & non-traditional actions

30. Plan for & Create short-term wins

31. Define & engineer visible performance improvements

32. Recognize & reward employees contributing to those improvements

33. Consolidate improvements & produce more change

34. Change more after the early wins

35. Promote & develop employees who can implement the vision

36. Reinvigorate the change process with new projects

37. Institutionalize new approaches

38. Articulate connections between new behaviors & corporate success

39. Develop leadership consistent with the new approach

40. Too many managers don’t realize that transformation is a PROCESS, not an event. --john kotter

43. You need another perspective

44. Elements of change management

45. Confusion anxiety Resistance frustration False start Action plan resources incentives skills Vision

46. A global insight

52. THANK YOU VERY MUCH