This document discusses organizational change and how leaders can help their teams adapt. It defines organizational change as alterations to a company's culture, technology, or processes. Changes can be strategic, structural, technological, or unplanned. Leaders should promote adaptability, innovative thinking, clear communication, and strategic planning. This involves flexible leadership, coaching employees through feedback, and breaking large changes into smaller steps. Managing change successfully reduces costs and boosts morale.

1. 1
Change Management
for Leaders

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. 4
They can be broadly categorized
into…
Developmental Transitional Transformational
Improving a
previously
established
process,
strategy or
procedure.
Moving from
the current
state of
organization
to a new
state.
Radically and
fundamentally
changes core
values,
culture and
operations.

5. Due to an Organizational Change
Have you Felt…?
5
Lost or Confused
Directionless
Less Productive
Less Efficient
Resistance
Insecure
Lack of Motivation
This is the most natural reaction to any change.

6. How do we now cope with
such a Change?
6
“A CHANGE by chance is a CHANCE to change”

7. 7
“It is not the strongest of
the species that survive,
nor the most intelligent,
but the one most
responsive to change.”
- Charles Darwin
Charles Darwin. English Heritage/Heritage Images/Getty Images

8. Leadership holds the ability to help the team to
cross the bridge especially during a crisis
8

9. Why do we need to manage Change?
9
• To successfully adopt the change
• To make employees understand the cause of change and
walk them through the change.
• To reduce wastage of time, money and other resources
occurred to the change.
• To keep the stakeholders invested in the company’s
growth.
• To boost employee morale.

10. 10
Organizational Change Management
is a methodological process of guiding
organizational change to fruition

11. 11
How does a manager respond to an
Organizational Change?
As a manager overseeing the organizational
change or guiding your employees through it, it’s
important to know what the process looks like and
what to expect.
Change, although challenging, can be a major
opportunity for growth and career advancement, so
long as you know how to approach it.

12. Fun Facts
12
Only
40%
Of front-line managers understand why
organizational change is happening.
Towers Watson
More than
60%
Of enterprise transformation efforts are
unsuccessful.
McKinsey
62%
Of employees don’t like leaving their
comfort zone.
Forbes
73%
Of change- affected employees report
experiencing moderate to high stress levels.
McKinsey & Company

13. How can YOU as a LEADER help your team
BOUNCE BACK?
13

14. Four Ways to help your team
bounce back
14
Adaptability
Innovative Thinking
Communication
Strategic Thinking

15. Adaptability
15
Stay Agile
Flexible Leadership
Style

16. Adaptability : Stay Agile
16
Respond to situations as per the need of the hour. Do not
react or act in haste. Develop the ability to pivot quickly
when necessary. This involves being nimble in decision
making, ready to adjust strategies based on new information
or shifts in the environment.

17. Adaptability :
Flexible Leadership Style
Leader needs to keep shuffling between different leadership
styles as per the requirement. A good leader adapts their
style to suit the needs of the team and the context.
For e.g. – at the time of economic uncertainty and lay off, the
leader needs to be a visionary. 17

18. Do you as a leader…
18
Prepare back up plans for contingent situations?
Strongly Disagree Disagree Unsure Agree Strongly Agree
Strongly Disagree Disagree Unsure Agree Strongly Agree
Frequently conduct check ins to discuss progress or
concerns related to the transition?

19. Innovative Thinking
19
Leaders who view change as an opportunity for innovation can
develop a more optimistic and creative outlook on the entire process
of change.
Developing innovative thinking takes time and is not something that
is easily acquired. More than half of employees do not like to step
out of their comfort zone. The key is to ease into it. Lean into your
curiosities and instincts and let them guide you towards new ideas.

20. Communication
20
Clarity
Feedback
Coaching

21. Communication: Clarity
21
Clarity is necessary to convey what needs to be
accomplished and why. That way, employees can
understand the purpose behind the change
initiative and put their best foot forward.

22. Communication: Feedback and
Feedforward
22
Communicate regularly to check on the employees and resolve
any queries they have. Taking a regular feedback from your
employees helps in understanding if they have adapted to the
change well or not. Giving the employees guidance and
direction allows them to accelerate their performance.

23. Communication: Coaching
23
Uncertainty can loom heavily over change initiatives, so it’s
crucial to help team members navigate through them with a
healthy perspective. Change isn’t easy, but with the right
coaching and support, leaders and their teams can get through
it. As leaders you should introduce additional trainings to help
teams cope during the transition phase.

24. Strengthen Internal Communication
Ask the following questions to your team
24
What opportunities do you see in this change for
personal or professional growth?
What kind of feedback or communication would you
find most helpful as we navigate through this change?
What specific challenges or concerns do you foresee
during this transition?

25. Strategic Thinking
25
Change will bring new and challenging problems. The key
to successfully navigating through them is asking the right
questions, thinking through the processes, and breaking
them down into smaller, more-manageable steps.

26. Are you NOW ready to Embrace
Change?
26

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28. 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