The document discusses change management, emphasizing that nearly 75% of change projects fail and presents Kotter's eighth step: making change stick through cultural adaptation. It highlights the need for visible success, reinforcement of new behaviors, and the importance of communicating effectively to ensure buy-in. Additionally, the document outlines strategies for managing change at Scania, including fostering urgency and empowering teams.

1. Change Management

2. DidYouKnow?

3. ThatAlmost75%ofallchange projects fail...

4. MakeitstickMakeitstick

5. Content of the presentation

6. Alittlestoryabout akindergarten, ateacherand some noisychildren

7. “Silence, I kill You”“Silence,

9. TheoryKotter’s Step 8: Make it Stick – Cultural changeAnchoring New Approaches in the Culture “Hold on to the new ways of behaving, and make sure they succeed, until they become a part of the very culture of the group.”(Our iceberg is melting, Kotter/Rathgeber)

10. TheoryCultural change comes last, not first Prove that the new way is superior to the old Success must be visible and well communicated You will lose some people in the process Reinforce new norms and values with incentives and rewardsReinforce the value of successful change via recruitment, promotion, new change leadersReinforce the culture with every new employee

11. Change at ScaniaJohn Potter?Intended culture?Link withour project

12. HistoryCreate a sense of urgencyPull together the guiding teamDevelop the change vision and strategyCommunicate for understanding and buy-inEmpower others to actProduce short-term winsDon't let upEconomic crisis

13. PerspectivesManagementHuman resourcesWorkfloor

14. NowYouKnow?

15. ThankYouListeningfor