Failure of Change Management Training and Management Planning Strategic Management Quality Management Health Care change plan Developmental Plan

1. Failures of Change
Management
PRESENTED BY:

2. Change Management
Quality of
Change
Initiative
Alignment
of People
Result
Michael Fischer; Kimberly Clark
Failure in the change
management can be of
two types
1.Quality of change
Initiative
2.Alignment of people

3. Change Initiative

4. 1. Change Initiative
Change initiative depends on the process of the
change that is taken into consideration
Change process goes through different stages which
are:
1. Planning
2. Implementation
3. Evaluation
If these processes are not executed in a clear and
concise manner, it can lead to failure in the change
management
Planning
Implementation
Evaluation

5. Problems in Planning
It should be taken into consideration that a proper planning is
conducted for the project which includes
 Not Clearly identifying the problem
 No SMART objectives
 Unclear processes
 Wrong Stakeholder analysis/ Not conducted
 Unrealistic timeline
“If you don't know where you are going,
you might wind up someplace else.”
- Yogi Berra

6. Problems in Implementation
There are various problems that are related to
implementation of the project that can lead to failure of
the project which are as follows;
1. poor Implementation of the new process
2. Ineffective use of technology
3. Inability of perform according to need

7. Problems in Evaluation
 Improper Data collection method
 Improper utilization of data analysis
 Unrealistic Time management

8. Limited Budget, Time and resources
 Improper time management
 Improper resource management
 Limited budget
All these issues can lead to failure of the project

9. Resistance from People
 Resistance from people to accept the change can lead
to failure of the problem dramatically

10. —Enthusiasm
—Cooperation
—Cooperation under pressure
—Acceptance
—Passive resignation
—Indifference
—Apathy; loss of interest in the job
—Doing only what is ordered
—Regressive behavior
—Non-learning
—Protests
—Working to rule
—Doing as little as possible
—Slowing down
—Personal withdrawal (increase time off)
—Committing “errors”
—Spoilage
—Deliberate sabotage
Acceptance —
Indifference —
Passive Resistance —
Active Resistance —
SpectrumofPossibleBehaviorTowardChange
Arnold S. Judson, Changing Behavior in Organizations: Minimizing Resistance to Change

11. Communication
Clear communication is the key to a successful change process
A project can be failed if :
1. Does not clearly communicate the scope, objective and
process of the Change management
2. The communication pattern should be cleared at different
levels of people.
3. Proper training and development should be conducted if
needed

12. Resistance
People tend to resist the change for various reasons:
1. Fear of Unknown
2. Not ready to challenge themselves
3. Living in a comfort zone

13. Stakeholder Analysis
• Stakeholders are the key to success for any change.
• Right selection of stakeholders can lead to the
success of the change while wrong stakeholders can
cause failures
• Power/Interest of people needs to clearly identify

14. Training and development
Training and development of the people is an important
attribute to the success of the change of the people. Different
attributes if not considered well can lead to failure of the
change management like:
• Improper material
• Improper trainer
• Improper Communication

15. Conclusion
Everyone who is part of implementing the change
management process is a Change Agent (“seed carriers”).
• Change Management is a challenging process that needs
proper planning, execution and monitoring
• It is important to take proper steps in clearly identifying
the objectives, Key performance indicators and
accordingly manage the change agents to avoid failure

16. Thank You