The document outlines a 4-step change management process: 1) Prepare for the change by scoping it and building a change team. 2) Execute the change by developing plans and executing them. 3) Manage the change by integrating plans and tracking progress. 4) Reinforce the change by evaluating execution, addressing resistors, and implementing corrections through follow up iterations. It notes change affects entities at all levels from individuals to organizations, and that successful change management must reach individuals by addressing their needs, understanding, knowledge, resources, and training.
This revision presentation provides an overview of the topic of change management in the context of business strategy. It highlights the main theories on change management including Lewin's Forcefield analysis as well as providing some examples of recent change management case studies
[HR601] 004. Introduction to Change ManagementAriantoMuditomo
Copyright Notice:
This presentation is prepared by Author for Perbanas Institute as a part of Author Lecture Series. It is to be used for educational and non-commercial purposes only and is not to be changed, altered, or used for any commercial endeavor without the express written permission from Author and/or Perbanas Institute. Appropriate legal action may be taken against any person, organization, or entity attempting to misrepresent, charge, or profit from the educational materials contained here.
Authors are allowed to use their own articles without seeking permission from any person, organization, or entity.
This revision presentation provides an overview of the topic of change management in the context of business strategy. It highlights the main theories on change management including Lewin's Forcefield analysis as well as providing some examples of recent change management case studies
[HR601] 004. Introduction to Change ManagementAriantoMuditomo
Copyright Notice:
This presentation is prepared by Author for Perbanas Institute as a part of Author Lecture Series. It is to be used for educational and non-commercial purposes only and is not to be changed, altered, or used for any commercial endeavor without the express written permission from Author and/or Perbanas Institute. Appropriate legal action may be taken against any person, organization, or entity attempting to misrepresent, charge, or profit from the educational materials contained here.
Authors are allowed to use their own articles without seeking permission from any person, organization, or entity.
What Is Change?
Define organizational change.
Explain how managers are affected by change.
Forces for Change
Discuss the external and internal forces for change.
Contrast internal and external change agents.
Two Views of the Change Process
Contrast the calm waters and white-water rapids metaphors of change.
Explain Lewin’s three-step model of the change process.
Discuss the environment that managers face today
Change Management concepts, tools and techniques and best practices are included. Besides, challenges and the role of leadership in change process also highlighted.
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
History of Organizational Development - Organizational Change and Developmen...manumelwin
Kurt Lewin (1898–1947) is widely recognized as the founding father of OD, although he died before the concept became current in the mid-1950s.
From Lewin came the ideas of group dynamics and action research which underpin the basic OD process as well as providing its collaborative consultant/client ethos.
Bodhih is one of the Leading Corporate Training companies in INDIA with Training Delivery Capabilities across ASIA.
One of the vertical that is highly recommended is LEADERSHIP TRAINING.
What Is Change?
Define organizational change.
Explain how managers are affected by change.
Forces for Change
Discuss the external and internal forces for change.
Contrast internal and external change agents.
Two Views of the Change Process
Contrast the calm waters and white-water rapids metaphors of change.
Explain Lewin’s three-step model of the change process.
Discuss the environment that managers face today
Change Management concepts, tools and techniques and best practices are included. Besides, challenges and the role of leadership in change process also highlighted.
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
History of Organizational Development - Organizational Change and Developmen...manumelwin
Kurt Lewin (1898–1947) is widely recognized as the founding father of OD, although he died before the concept became current in the mid-1950s.
From Lewin came the ideas of group dynamics and action research which underpin the basic OD process as well as providing its collaborative consultant/client ethos.
Bodhih is one of the Leading Corporate Training companies in INDIA with Training Delivery Capabilities across ASIA.
One of the vertical that is highly recommended is LEADERSHIP TRAINING.
Initial communication will be made by way of a Slideshow of new structure to teachers involved in the changes. Students will be informed by teachers in the first days of the new schedule. Everyone else will be notified by newsletters sent by email and paper. These newsletters will be sent to parents/guardians and other stakeholders involved in the change.
Computers and printers would be the extent of the tech needed for the communication.
After one month a survey will be sent out by email to discover level of concern and overall opinion of stakeholders. This survey will include options for response to new scheduling.
Negative comments will be looked at individually and evaluated for validity, if questions exist follow up questionnaires will be sent if possible.
The survey will help in being able to explain any confusion from the new program. Long term goals of increasing test scores will only be seen after two years. Till the two years have passed, open communication lines will remain open to further address any misunderstandings in the plan.
The project includes integrating two researched-based theories for change, developing a training program that uses job performance to measure the desired change, providing strategies to overcome resistance, creating a shared diagnosis plan, identifying challenges and benefits for teamwork, and offering an incentive plan for buy in and an enrichment program for commitment. Your Learning Team may review the case studies found in the readings in your course textbooks to gather ideas for the scenario.
Optimise-GB presents the stages of change management and how you can use programme and project tools to ensure delivery. This presentation also takes you through the elements of change resistance and what can be done about it. Thank you Simon Misiewicz
Organizational Change Management (OCM) is a strategic framework on how to manage change. Discover the challenges companies experience during business transformations and get tips and advice for how to successfully execute an initiative. Learn how to effectively drive change within your organization and how changes in technologies, structure, processes and culture should be managed and prepared for ahead of a major transformation initiative. Presented during a GTRI webinar on October 13, 2016.
Debunking the myths of organizational change managementaccenture
Over the past 15 years, we have studied 250 major change initiatives at more than 150 organizations, including dozens of Fortune Global 500 corporations. We have collected data from more than 850,000 employees, from front-line staffers through leadership at all levels. The resulting analysis of that dataset—representing the cumulative wisdom of experienced change travelers—has dispelled many long-held myths about organization change. It has brought new insights to help leaders and the workforce of the future embark on insight-driven change. Learn more at http://www.accenture.com/MythsofChange
Change management for leaders to achieve business competitiveRidwan Ibrahim
Tight business competition, technological developments, the financial crisis and the changing times, resulting in companies experiencing difficulties to develop.
The main factors that led to these difficulties, the unpreparedness of the organization to define and align business strategy which is aligned and must be executed.
Change management for leaders to achieve business competitiveRidwan Ibrahim
Tight business competition, technological developments, the financial crisis and the changing times, resulting in companies experiencing difficulties to develop.
The main factors that led to these difficulties, the unpreparedness of the organization to define and align business strategy which is aligned and must be executed.
Behind any successful change implemented in an organisation, there is a strategy. Without strategy the chances of a change initiative succeeding are significantly reduced.
Organizational Change Management and CommunicationsEnamul Haque
OCM explained - Organizations are almost always in a state of change, whether the change is continuous or episodic. The Change Management and Communications Plan includes a strategy and framework to effectively engage stakeholders and communicate changes necessary across the transformation areas to achieve the desired results and sustain the benefits of the effort.
Effective change management requires two components--an individual change management model that describes how a single person makes a change and an organizational change management process that supports the process and tools practitioners use.
5 Simple Steps to Master Change Management.pdfalinamadar1
In today's dynamic and competitive business landscape, the ability to manage projects effectively is paramount. Whether you're an aspiring entrepreneur, a seasoned professional, or simply seeking to enhance your skillset, a solid understanding of project management principles is indispensable.
Original article from the Flevy business blog can be found here:
http://flevy.com/blog/make-change-that-lasts/
Change is the only constant. – Heraclictus, Greek Philosopher
Change is the only constant in the work environment
Whether you are shifting office to another location, adopting a new practice or process, implementing an IT system, or re-engineering the business processes for an organization, change happens to everyone all the time.
However, many change initiatives have been short-lived as a result of the failure to manage and sustain the change.
For change to be successful and enduring, do take note of the key factors impacting change below:
1. Commitment from the top
To manage a change initiative, e.g. Lean transformation, there has to be constant commitment from the top management.
Conduct regular management reviews of the change implementation progress versus the plan to ensure that the roadmap and scope of change is well-defined, timelines or key milestones are adhered to, and resources such as people, time and money are put in place where they are needed.
2. Future state vision
Define and rally around a compelling vision for the future state. What are the potential threats? How urgent is the change? What are the risks if the organization does not change? How will you know when we get there?
Present the facts and findings such as flat earnings, rising costs, decreasing market share, and other relevant key indicators where necessary to create awareness and convince employees to buy-in to the change initiative.
Identify the key resistance issues and stakeholders who are impacted by the change and address them. Be prepared to deal with emotional and political issues.
Create a compelling vision and an urgency for change so as to move people out from their comfort zones to a change in behavior and the way they value-add to the business and customers.
