A quick look at people issues, when leading organizational change. The basics can be overlooked in complex situations. Prepared as part of the ILM Level 7 Strategic Leadership course.
Presenting this set of slides with name - Change Management Fundamentals Powerpoint Presentation Slides. This PPT deck displays twenty three slides with in depth research. Our topic oriented Change Management Fundamentals Powerpoint Presentation Slides presentation deck is a helpful tool to plan, prepare, document and analyse the topic with a clear approach. We provide a ready to use deck with all sorts of relevant topics subtopics templates, charts and graphs, overviews, analysis templates. Outline all the important aspects without any hassle. It showcases of all kind of editable templates infographs for an inclusive and comprehensive Change Management Fundamentals Powerpoint Presentation Slides presentation. Professionals, managers, individual and team involved in any company organization from any field can use them as per requirement.
Change Management processes typically provides a system of planning, scheduling, implementing, and tracking changes that need to be completed within an organization
“Ensure that standardized methods and techniques are used for efficient and prompt handling of all changes in order to prevent change-related incidents”.
Change Management is a term that is often loosely used and confused. It is an everyday specialization that deserves niche attention in the strategic framework of an organization.
Presenting this set of slides with name - Change Management Fundamentals Powerpoint Presentation Slides. This PPT deck displays twenty three slides with in depth research. Our topic oriented Change Management Fundamentals Powerpoint Presentation Slides presentation deck is a helpful tool to plan, prepare, document and analyse the topic with a clear approach. We provide a ready to use deck with all sorts of relevant topics subtopics templates, charts and graphs, overviews, analysis templates. Outline all the important aspects without any hassle. It showcases of all kind of editable templates infographs for an inclusive and comprehensive Change Management Fundamentals Powerpoint Presentation Slides presentation. Professionals, managers, individual and team involved in any company organization from any field can use them as per requirement.
Change Management processes typically provides a system of planning, scheduling, implementing, and tracking changes that need to be completed within an organization
“Ensure that standardized methods and techniques are used for efficient and prompt handling of all changes in order to prevent change-related incidents”.
Change Management is a term that is often loosely used and confused. It is an everyday specialization that deserves niche attention in the strategic framework of an organization.
Leading through change workshop flow summaryIrina Burgess
key slides from interactive workshop on leading through change. Participants create their own video pitch to immediately transfer theory to practice within the workshop.
Change happens to us every day.
As leaders, we need to know not only how to personally cope with change but also how to ensure that we lead our teams through the change, while all the time keeping them motivated and focused on success.
This Guide introduces Leaders to the foundations of leading through change; providing you with strategies for dealing with change personally, leading your team through the change as well as providing insights into managing the change itself.
Change is something that presses us out of our comfort zone. Change is for the better or for the worst, depending on where you view it. Change has an adjustment period which varies on the individual.
Debby Hopkins, Chief Innovation Officer at Citi and CEO of Citi Ventures, has made a career out of championing innovation. Here's here advice for driving change at work.
Connect: Professional Women’s Network is online community with more than 350,000 members that discusses issues relevant to women and their success. The free LinkedIn group powered by Citi also features videos interviews with influential businesswomen, live Q&As with experts and slideshows with career advice. To learn more and join the conversation in the largest women's group on LinkedIn, visit http://www.linkedin.com//womenconnect.
How To Succesfully Lead Projects with Professor John Kotter's 8-step ModelPink Elephant
How To Successfully Lead Projects With Professor John P. Kotter’s 8-Step Model
Every IT leader should know about Kotter’s 8-Step Model for leading and implementing change!
Leading Change is recognised as one of the all-time best business books and the definitive work on the subject. Harvard Business School Professor, John P. Kotter, methodically and carefully explains his 8-step process for leading and managing major organisational change in an easy to understand fashion. Leading Change captures his wealth of knowledge and experience working with major companies all over the world. Professor Kotter takes concepts like leadership, urgency, vision, strategy, quick wins, and communication and puts them in well-explained, practical terms that anyone can follow.
If you're a manager at any level of your IT organisation who is currently leading any aspect of a change (and today it’s an ongoing occurrence!), understanding Kotter’s 8-step change process is a must-know, and this is a not-to-be-missed session. Plus, learn how to apply the best practices from this book from one of the world's leading management consultants – Karen Chua. You'll gain huge benefits from her extensive transformation experience as she walks you through several real-world examples for each of the eight steps.
20 Effective Ways to Involve and Support Employees During Organizational Change Catherine Adenle
Organizations that are change ready involve and support their employees during organizational change. They are those that plan and have a formal, systematic process for change. They build this into the culture of their organization.
Usually, they have clear leadership who engages employees and other stakeholders to develop a clear vision of desired change outcomes and ensure that an integrated communication, solid change management strategy, as well as strong employee involvement and motivation have the most influence in the overall success of the organization's change.
In addition, such organizations have an awareness of change and the acceptance that change, be it minor, continuous or major is constant. Not only that, they thrive in a community needed for change and they have the teams, resources and capacities to successfully implement and embed change in a seamless manner.
Such organizations have:
• A dedicated and trained change management team and mid-managers with strong ability to execute a change roadmap while engage employees through communication and actions...
Understanding, Initiating and Managing Change by Catherine AdenleCatherine Adenle
Explore the framework for understanding, initiating and managing change. Change management in organizations can take place when new business processes, changes in organizational structure, change in systems, cultural changes within an enterprise etc., take place. Simply put, change management in organization addresses all aspects of change especially the people side of change management.All you need to know about Change Management is packaged within this presentation.
#changemanagement #managingchange
Talking Points and Agenda:
Why change management is important?
Brief about the book "who moved my cheese"
The Change Curve
Emotional intelligence and people reacting to change
Guidelines on how to adopt to change
How to tackle negative resistance
Examples of change management methodologies
Lewin's Model
Beckhard and Harris
Take a quick look at the change management readiness process for supervisors. This presentation shows project leader tasks compared to the Supervisor or Manager and helps Supervisors understand their role during change.
Leading through change workshop flow summaryIrina Burgess
key slides from interactive workshop on leading through change. Participants create their own video pitch to immediately transfer theory to practice within the workshop.
Change happens to us every day.
As leaders, we need to know not only how to personally cope with change but also how to ensure that we lead our teams through the change, while all the time keeping them motivated and focused on success.
This Guide introduces Leaders to the foundations of leading through change; providing you with strategies for dealing with change personally, leading your team through the change as well as providing insights into managing the change itself.
Change is something that presses us out of our comfort zone. Change is for the better or for the worst, depending on where you view it. Change has an adjustment period which varies on the individual.
Debby Hopkins, Chief Innovation Officer at Citi and CEO of Citi Ventures, has made a career out of championing innovation. Here's here advice for driving change at work.
Connect: Professional Women’s Network is online community with more than 350,000 members that discusses issues relevant to women and their success. The free LinkedIn group powered by Citi also features videos interviews with influential businesswomen, live Q&As with experts and slideshows with career advice. To learn more and join the conversation in the largest women's group on LinkedIn, visit http://www.linkedin.com//womenconnect.
How To Succesfully Lead Projects with Professor John Kotter's 8-step ModelPink Elephant
How To Successfully Lead Projects With Professor John P. Kotter’s 8-Step Model
Every IT leader should know about Kotter’s 8-Step Model for leading and implementing change!
Leading Change is recognised as one of the all-time best business books and the definitive work on the subject. Harvard Business School Professor, John P. Kotter, methodically and carefully explains his 8-step process for leading and managing major organisational change in an easy to understand fashion. Leading Change captures his wealth of knowledge and experience working with major companies all over the world. Professor Kotter takes concepts like leadership, urgency, vision, strategy, quick wins, and communication and puts them in well-explained, practical terms that anyone can follow.
If you're a manager at any level of your IT organisation who is currently leading any aspect of a change (and today it’s an ongoing occurrence!), understanding Kotter’s 8-step change process is a must-know, and this is a not-to-be-missed session. Plus, learn how to apply the best practices from this book from one of the world's leading management consultants – Karen Chua. You'll gain huge benefits from her extensive transformation experience as she walks you through several real-world examples for each of the eight steps.
20 Effective Ways to Involve and Support Employees During Organizational Change Catherine Adenle
Organizations that are change ready involve and support their employees during organizational change. They are those that plan and have a formal, systematic process for change. They build this into the culture of their organization.
Usually, they have clear leadership who engages employees and other stakeholders to develop a clear vision of desired change outcomes and ensure that an integrated communication, solid change management strategy, as well as strong employee involvement and motivation have the most influence in the overall success of the organization's change.
In addition, such organizations have an awareness of change and the acceptance that change, be it minor, continuous or major is constant. Not only that, they thrive in a community needed for change and they have the teams, resources and capacities to successfully implement and embed change in a seamless manner.
Such organizations have:
• A dedicated and trained change management team and mid-managers with strong ability to execute a change roadmap while engage employees through communication and actions...
Understanding, Initiating and Managing Change by Catherine AdenleCatherine Adenle
Explore the framework for understanding, initiating and managing change. Change management in organizations can take place when new business processes, changes in organizational structure, change in systems, cultural changes within an enterprise etc., take place. Simply put, change management in organization addresses all aspects of change especially the people side of change management.All you need to know about Change Management is packaged within this presentation.
#changemanagement #managingchange
Talking Points and Agenda:
Why change management is important?
Brief about the book "who moved my cheese"
The Change Curve
Emotional intelligence and people reacting to change
Guidelines on how to adopt to change
How to tackle negative resistance
Examples of change management methodologies
Lewin's Model
Beckhard and Harris
Take a quick look at the change management readiness process for supervisors. This presentation shows project leader tasks compared to the Supervisor or Manager and helps Supervisors understand their role during change.
A guide on the principles to developing an easy, non intrusive mentoring framework, with a user friendly template, as an example, that can be adapted or borrowed for use.
Discover a quick, effective and simple way to communicate, plan and deliver a sustainable development project to donors, delivery organizations and delivering objectives in low literacy communities. It is also a very effective tool to design and monitor projects. This is a 14 page presentation but could be simplified to 12, less or more, depending on the complexity of the project and recipients.
A guide for planning, developing and achieving personal and business goals. Viewed from a perspective of the micro business and suitable for tutors, consultants, business owners and individuals alike.
This is a look at social research, within a community context. From sound academic footing, it is also suited for those new to conducting surveys academically or professionally. It presents the key points of consideration to plan, design and manage a qualitative research endeavour.
The final part on positioning, as an external change agent. This slide takes a further look at the concepts, theories and practice of ensuring effective delivery of expertise by management consultants in dynamic environments.
The technicalities of change management is often embedded within the skill set of management consultants. This presentation looks not at these skills but the positioning of the external change agent, within the context of the change cycle. Starting with where it all begins, this is part 1 of a 2 part presentation
Know Your Place: Role of the external change agent (1)
Leading People through Change
1. Leading People Through Change
Presentation by:
Ms. Funmi Ade
Ms. Funmi Ade- Leadership (acknowledge
1
reference & copy of various sources)
2. Change Unsatisfactory Present – Excellent Satisfaction (Alternative)
Need for things to be different.
The desire for a better future state
•Organizational Implications
•Magnitude of Change
•Project management capacity of organisation
Imperatives: Type of Organizational Culture
Task Culture
Role Culture
Person Culture
Power Culture
Ms. Funmi Ade- Leadership (acknowledge
2
reference to various sources)
3. Types of Change
Incremental Evolution Adaptation
Big Bang Revolution Reconstruction
Transformation Realignment =
End Result
Ms. Funmi Ade- Leadership (acknowledge
3
reference to various sources)
4. 7 S Model of Change
Style
Strategy Skills
Shared
values
Staff Systems
Structure
Ms. Funmi Ade- Leadership (acknowledge
4
reference to various sources)
5. People – the key to success- Internal
Ms. Funmi Ade- Leadership (acknowledge
5
reference to various sources)
6. People- Stakeholders - External
Stakeholders- Determine Concern Impact Confidence
Individuals Issues High Major Very confident
Organisations Some Fairly
Technical Medium
Groups- Minor Not at all
Process Low
People Indifferent None
Consumers, suppl
iers, interest Environment
groups
Important:
Stakeholder external & internal not
mutually exclusive
Ms. Funmi Ade- Leadership (acknowledge
6
reference to various sources)
7. Influencing People
Minimising
Resistance
Engaging and
Maximising Motivation
ANTI PRO
CHANGE CHANGE
FORCE TRADE PERSUADE INVOLVE COMMUNICATE
Ms. Funmi Ade- Leadership (acknowledge
7
reference to various sources)
8. People Considerations
• Capacity – do people have the skills, knowledge, ability to change?
• Psychology –
are people emotionally ready to change?
Letting go of the past
Ready for the future
• Failing to manage the psychological process causes resistance to change;
awareness of negatives should be factored in
Ms. Funmi Ade- Leadership (acknowledge
8
reference to various sources)
10. The Change Agent- (some) Styles of Leadership
1. Visionary Leadership – Leader sets direction by creating a vision that engages
people. People share the dream. Conclusion from the study authors: this best
practice leadership style is probably the overall most effective style, especially the
higher in the organization one progresses.
2. Democratic – Inclusion and participation show that each member is valued by this
leader. This is particularly effective when the leader is genuinely looking for ideas
or seeking to secure buy-in for a potential change. At some point, however, if
consensus cannot be reached the leader must make the decision and move ahead.
6. Commanding – Leader provides clear direction and makes all decisions. It can be
useful temporarily in a crisis, to jump-start a new initiative, or with a problem
employee, but use of the commanding style should be very limited.
3. Commanding – Leader provides clear direction and makes all decisions. It can be
useful temporarily in a crisis, to jump-start a new initiative, or with a problem
employee, but use of the commanding style should be very limited.
Ms. Funmi Ade- Leadership (acknowledge
10
reference to various sources)
11. Inspire a Shared Vision
The Kouzes and Posner Five Practices of Exemplary Leadership
1 of the set of attributes practice- rate yourself and develop leadership PDP
No ATTRIBUTES Score
1 Be clear about the strengths of the past.
2 Be aware of the values and motivations of those with whom you work.
3 Construct a vision statement, and have others add their feedback.
4 Keep your eye on the big picture, and keep heading on that path.
5 Speak positively.
6 Listen first and often.
Ms. Funmi Ade- Leadership (acknowledge
11
reference to various sources)
12. www.topformti.com
We deliver the ILM Strategic Leadership…….
Inspirational transformations at senior level
Ms. Funmi Ade- Leadership (acknowledge
12
reference to various sources)