The document outlines strategies for effective change management in organizations, emphasizing the importance of transparency, employee engagement, and clear communication. It details various types of organizational changes and common challenges faced during these processes, while also offering practical approaches to manage change. The text includes theories on change management, such as Kotter's eight stages and the McKinsey 7-S model, along with the significance of emotional maturity for managers in navigating change.

1. 1
Change Management
for Managers

2. 2
What is an Organizational Change?
According to Harvard Business School -
Organizational change refers to the actions in which
a company or business alters a major component of
its organization, such as its culture, the underlying
technologies or infrastructure it uses to operate, or
its internal processes.

3. 3
Changes we often see in an
Organization
Strategic
Change
People Centric
Change
Structural
Change
Technological
Change
Unplanned
Change
Remedial
Change
Business structure gets redefined.
Changes involved around employing and
laying off staff.
Change in chain of command, departments
and KRAs.
Introducing a new software or system
change.
Unexpected changes.
Change is response to an issue at hand.

4. Challenges faced during
Change Management
4
Poor Leadership
Lack of Resources
Lack of Agility
Slow approval process
Insecurities and Conflict
Resisting Change
Lack of Commitment
Poor Communication
Anxiety & Stress
Power Struggle

5. Required Managerial Skillset
5
• Effective communication, including actively listening
to your team and colleagues
• A highly developed level of emotional intelligence
• Strong organizational skills
• Attention to detail
• Problem-solving and decision-making skills
• Delegating without micromanaging

6. Ways in which you can manage
CHANGE
6
Define Goals
Be Transparent
Work with Employees
Communicate Clearly
Ask for Feedback
Boost Team Morale
Engage the Team
Create SOPs

7. 7
Define clear and SMART Goals to manage the change.
Results at the end can be compared to the goals set at
the beginning
1. Define Goals

8. 8
Over 30% of employees say that their employer is not
always honest and truthful.
In order to implement transitions successfully,
employers should be honest and transparent.
As most employees don’t feel comfortable with changes,
being transparent at every step of the change
management process helps build trust and connection
with employees.
2. Be Transparent

9. 9
Employees need support and reassurance especially
during times of an organizational change. Conducting
new training sessions and regularly communicating can
help them adapt to new practices faster.
3. Work with Employees

10. 10
Employee relations have a big impact on encouraging
conversations before, during and after the changes are
implemented.
Start a conversation among your employees in order to
find out how they feel about the new initiatives.
Understand that true communication is a two-way
conversation.
Taking regular feedback helps in implementing
strategic changes wherever required.
4. Communicate clearly
and take Feedback

11. 11
Empower employees to engage in the change process by giving
them freedom to make their own decisions and share their ideas
and opinions. Reward employees for their efficiency.
Higher employee engagement smoothens the process of adapting
to change.
5. Boost Team Morale
and Team Engagement

12. 12
Creating standard operating procedures provides a roadmap to
the team and streamlines the process. The risk of failing to adapt
to change reduces when SOPs are followed.
6. Create SOPs

13. 13
Make two groups of participants
Both the groups have members working in marketing, sales,
production, finance and operations.
Once you are assigned your group, decide which department you
are working in.
Group 1 – has to devise a strategic plan for touching 50 crores
sales for e bikes in the first quarter of 2024.
Group 2 – has to devise a strategic plan for successfully planning
10 weddings as a part of an event planning company in two
months.
Fun Activity

14. 14
Discuss with the group for 15 mins
Post which the host will shuffle departments between group 1
and 2 and members will be assigned new departments and
groups but the topics remain the same. They then have to rework
the task post the shuffle.
Fun Activity Continued…

15. 15
Change Management Models
Sharing theories on change management with the intention for
you to choose a more suitable theory for your organization.

16. McKinsey 7-S Model
16
The 7 S’s of the McKinsey 7-S Model make it one of the more
complex models, but that complexity may be necessary when
implementing complicated organization-wide changes.
Strategy, Structure, Systems, Shared Values, Style, Staff, Skills.

17. Nudge Theory
17
Nudge theory relies on subtle, indirect suggestions backed up by
evidence. The premise is that “nudging” change is more effective
than strictly enforcing change. The basic principles are -
• Define changes
• Consider employee point of view
• Provide evidence to show the best options
• Present change as a choice
• Listen to employee feedback
• Limit options
• Solidify change with short-term wins

18. Kotter’s Theory
18
This theory is developed by Harvard Business School professor
John P. Kotter and is divided into eight stages.
• Create a sense of urgency
• Build the change team
• Form a strategic vision
• Communicate the vision
• Remove barriers to change
• Focus on short-term wins
• Maintain momentum
• Institute change

19. Are you as a manager equipped with
the skills needed to be resilient?
19

20. Conduct Self Analysis & Unleash
your full potential
using
20
THE JOHARI WINDOW

21. Increase Self Awareness
21
THE JOHARI WINDOW
Known to Self Unknown to Self
Known
to
Others
Unknown
to
Others
OPEN BLIND
HIDDEN UNKNOWN
Things that are
known to you and
everyone else.
Things that you
are unaware of
but others know.
Things that you
know but others
are unaware of.
Things that are
unknown by you
and everyone else.

22. What is the one quality a manager should
possess especially in times of a crisis?
22
EMOTIONAL MATURITY

23. What is Emotional Maturity?
23
A person’s ability to remain stable and balanced. Being
emotional mature means, you are able to understand the
emotions you are experiencing and you are able to
control them.
When life throws things your way you are better
equipped to remain productive and capable through it.
Emotional maturity is when you do not hide your
emotions but learn to manage them well.

24. How can you manage your emotions?
24
Decode your
Emotion
Try to understand
what is that you
are feeling.
Reason that
Emotion
With a calm mind
link that feeling to
the thought that
caused it.
Regulate your
Behavior and
Communication
Consciously
replace the
thought that
triggered that
emotion with one
that makes you
feel calmer.
Observe the
Impact
After repeatedly
doing the
previous step,
observe the
difference felt in
your emotions.

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26. THANK YOU!
Samira Chandra Gupta
Executive Presence & Leadership Communication Coach, Life
Coach, NLP Practitioner, Image Consultant, Fire-walking
Instructor, Corp Facilitator
+91 9958934766
samira@auraaimage.com