Change in a Health care organisation is essential for its survival and managing it is an important skill.

1. Dr. Ashok Kumar Khandelwal
VP & Medical Director
Anandaloke Multispecialty Hospital

2. It is the process ,tools, techniques to manage
the people side of change to achieve desired
change.
Present State Desired State

3. How I do my Job
Today
How I will move
from current to future
How I will do my job
after change is
implemented
Current
State
Transition State Future State
Organisation
Individual

4. •Assess and understand the need and the impact of change
•Align resources within the business to support the change
•Manage the cost of change
•Reduce the time needed to implement change
•Support staff and help them understand the change process
•Plan and execute an effective communication strategy
Improve cooperation and collaboration in your business

5. •Minimize resistance to change
•Maintain the routine in the running of your business during change
•Maintain or even increase productivity, morale and efficiency
•Reduce stress and anxiety associated with change
• Reduce disruptive aspects and risks associated with change
•Respond to challenges more efficiently
•Minimize the possibility of change failure

6. •Limited understanding of the change and its impact
•Negative employee attitudes
•Failure to involve employees in the change process
•Poor or inefficient communication
•Inadequate resources or budget
•Resistance to organizational culture shift
•Lack of management support for the change
•Lack of commitment to change
•Past experience of failed change initiative

7. Why
Managers
Fail?
Poor Team
Lack of
Emotional
Intelligence
Lack of
Mentorship
Difficulty in
Making
transitions
Lack of
Follow up
Difficulty in
Making
Decisions

8. The costs and outcomes of poorly managed change can be significant. They
include:
•Financial losses
•Productivity and performance drops
•Decline in quality of work
•Wasted time and resources
•Inability to retain staff
•Increase in employee sickness levels
•Poor staff morale
•Inefficiencies
•Impact on customers and suppliers
•Missed opportunities
Consequences of poor change management

9. •Leading staff through change
•Communicating with staff and stakeholders about the change
•Understanding the need and the impact of change
•Involving all levels of staff in the change process
•Sustaining the change and embedding as part of the new norm

11. • Organic growth, linear and irreversible Sequences of
stages
Life Cycle
• Competitive survival. sequences of variation,
selection and retention events
Evolutionary
• Opposition/conflicts Sequence of confrontation
• Synthesis between contradictory values/events
Dialectic
Teleology
Purposeful co operation,sequence of goal
setting,implementation and adaptation of
means to reach desired end stage

12. Internal
New Leader
Declining
Performance
Maturity
External
Nature of Work Force
Technology
Economic shocks
Competition
Cultural ,Political
Trends
Regulatory
Forces for change

13. Top Down :Leadership
model
Transformational
Vision,motivation,resources
Cascade down
Link to external resources
Bottom Up :
Evolutionary Model
Start small ,broaden
gradually
No initial grand plans
Responsive to crisis

14. External Changes
Political,Economical,
Social,Technological
Internal Changes
Operational,structural,People
Strategic priorities
Consider What are the implications of not changing

15. • Industries and markets are constantly evolving.
Organizations that do not change risk losing their
competitive edge to more innovative and adaptable
competitors.
Loss of Competitive
Advantage
• Outdated processes and technologies can lead to
inefficiencies. This can waste time, resources, and money,
hindering productivity and profitability
Inefficiency
•Employees may become disengaged and demotivated if they
see no opportunities for growth or positive change within
the organization.
Decreased Employee
Morale and
Engagement
• Without adaptation, products and services may become
obsolete as they fail to meet the changing needs and demands
of the market.
Reduced Quality of
services or products
• If an organization doesn’t adapt to changing customer
preferences or expectations, it may lead to customer
dissatisfaction and loss of loyalty
Decreased Customer
Satisfaction
• Laws and regulations are continually evolving.
Organizations that do not adapt may find themselves non-
compliant, leading to legal issues and fines.
Legal Risks
Risks of not changing