This document discusses an individual's mindset about change and how it impacts leading change. It introduces a managing change model that covers the individual response to change, general nature of change, planning change, managing the people side, managing the organizational side, evaluating the change effort, and mindsets on different types of change. The session aims to test mindsets about change and share experiences where one's own mindset gets in the way of successfully navigating and facilitating change.
To my HR Colleagues, I have attached a Change Guide I developed to assist in managing change programs within the organisation. Its best served for small to medium change initiatives and takes on the assumption that you have already completed your financial and activity based analysis for data validation prior to change. I have not attached the worksheet inventory but please feel free to get in contact with me and I will be more than happy to provide these to you.
Strategies for Managing Change - Adetoun Omole (Mrs.)Adetoun Omole
Ever wondered why employees resist change vehemently and go steps further to frustrate the change process?
There are strategies to deploy for a successful change management process/transition to evolve. Find out how to manage and sustain 'Change' from these slides of mine! Take charge! - Adetoun Omole (ACIPM).
To my HR Colleagues, I have attached a Change Guide I developed to assist in managing change programs within the organisation. Its best served for small to medium change initiatives and takes on the assumption that you have already completed your financial and activity based analysis for data validation prior to change. I have not attached the worksheet inventory but please feel free to get in contact with me and I will be more than happy to provide these to you.
Strategies for Managing Change - Adetoun Omole (Mrs.)Adetoun Omole
Ever wondered why employees resist change vehemently and go steps further to frustrate the change process?
There are strategies to deploy for a successful change management process/transition to evolve. Find out how to manage and sustain 'Change' from these slides of mine! Take charge! - Adetoun Omole (ACIPM).
An Emergent Approach to Transitioning Toward Agile OrganizationMichael Hamman
To provide some models and perspectives to help leaders and managers bring about effective and adaptive transition
to organizational and software agility
A paper written for my master's-level class in project management. Discusses four different change management models: Lewin’s Change Management Model, the McKinsey 7-S Model, Kotter’s 8-Step Change Model, and the Kubler-Ross Model, a.k.a. the Change Curve.
Managing resistance to change and change and transition managementVidhu Arora
managing resistance to change, change and transition management- process, william bridges transition model, effective transition management, difference between change and transition.
Organizations need to reconsider why 70% of changes fail. There are hidden natural tensions in organizations that have a great impact on change. Strong leaders can work with natural human motivation to reduce the tension and manage the change.
An Emergent Approach to Transitioning Toward Agile OrganizationMichael Hamman
To provide some models and perspectives to help leaders and managers bring about effective and adaptive transition
to organizational and software agility
A paper written for my master's-level class in project management. Discusses four different change management models: Lewin’s Change Management Model, the McKinsey 7-S Model, Kotter’s 8-Step Change Model, and the Kubler-Ross Model, a.k.a. the Change Curve.
Managing resistance to change and change and transition managementVidhu Arora
managing resistance to change, change and transition management- process, william bridges transition model, effective transition management, difference between change and transition.
Organizations need to reconsider why 70% of changes fail. There are hidden natural tensions in organizations that have a great impact on change. Strong leaders can work with natural human motivation to reduce the tension and manage the change.
Adapting to Change is a workshop designed to help you think about Change. The concept of Emotional Intelligence is introduced as an essential tool to help you through the process of change.
Presentation done at the OpenStack Summit in Vancouver on May 21st 2015 by Alexis Monville and Nick Barcet.
Cloud technologies in general, and Openstack in particular, are a wonderful enabler of businesses transformation. At the same time you may have crossed the way of people who seemed stuck in an old way of thinking the use of technologies. They will tell you that what you propose will not work in real life… Probably because, it’s too far away from where they stand right now.
The culture and organization change is often underestimated and touches all the areas from business to ops. Before your organization will be able to consider infrastructure as code, cross-functional teams that are in charge from design to production or zero-touch continuous deployment, there are steps to climb one at a time.
In this session, we will share what we learned from real cases openstack projects
Change Management for Competitive Advantage - Managing People Group PresentationFahad Ramzan
A Group Presentation for "Managing People" module at University of Nottingham, Malaysia Campus.
https://www.facebook.com/Fahad.R.Rehmani
pk.linkedin.com/in/fahadramzan/
https://twitter.com/FRamzan
An explanation of innovation based heavily on the wikipedia definitions of innovation and the innovation models but using a simplified approach to help readers gain an overview of the nature of innovation in business and organisations.
More attachment means more anger!
More ignorance means more attachment!
More anger means more ignorance!
http://whynotcoaching.blogspot.pt/2014/08/the-3-toxic-behaviors-that-pollute-work_6.html
The Mindset Group enables organisations to execute their business strategy through three key areas of:
* transformation
* talent services
* technology for HR
Transformation - aligns business, people and process strategies to drive and sustain a change in the organisation's mindset.
Talent - secures an organisation's capabilities to ensure they have the correct skill sets now and in the future.
Technology - drives the engagement of the workforce by implementing a tool set(s) for improved capability and increased engagement.
Strategies for Managing Change - Adetoun Omole (mrs.)Adetoun Omole
Ever wondered why employees resist change vehemently and go steps further to frustrate the change process?
There are strategies to deploy for a successful change management process/transition to evolve. Find out how to manage and sustain change from these slides of mine! Take charge! - Adetoun Omole (ACIPM).
Navigate the complexities of change and adapt seamlessly to turn all the changes into opportunities for growth and development. Gain the tools and insights necessary to guide both individuals and organization through successful transitions.
A Presentation made to the Governing Council of the Pharmaceutical Society of Nigeria on the occasion of their Inaugural Council Meeting/Retreat. February 27, 2013.
This event, held on 26 May 2021, looked at what change management is all about using real life case studies to illustrate key points and learnings.
Presenter: Donna Unitt
You also learned about how you can improve the change capability of your organisation, your teams and individuals.
A lot of what we as project managers do are transformation and change projects that involve people working and behaving in a different way in a new world. Change Management is key to embedding any change.
This session got you to think about your approach to change management in project environments.
https://www.apm.org.uk/news/how-does-change-management-enhance-project-success-webinar/
The inevitable constant forces on the triage of scope, time and cost, place change as one of the top priorities in organizational strategies.
Uncontrolled changes, regardless of size and complexity can form the antithesis of a stable corporate environment satisfying the exigencies and expectations of customers, affecting planned effort, cost constraints and ultimately success in projects. On the other hand, change has to be managed, monitored and controlled accordingly.
Briefly, Change Management is the strategic and structured approach for transitioning individuals, teams and organizations from a current state to a desired future state. To this frame, Change and Project Management must be considered as integrated transitional activities. The success of the one largely depends on the success of the other. Project management can have enhanced strategic value, when there is a link between the level of effectiveness and how efficiently a project can provide relevant business value
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.
1. DISCOVERING YOUR
PERSONAL MINDSET
ABOUT CHANGE – HOW
YOU THINK ABOUT
CHANGE IMPACTS THE
WAY YOU LEAD CHANGE
Dr Byron Hanson
Associate Professor
Curtin Graduate School of Business
2. Outcomes for this session
• Testing our mindset about change the
process of change
• Share experiences where our own mindset
gets in the way of successfully navigating and
facilitating change
2
3. Individual Response to Change
The nature of change
for individuals and the
concept of resistance
Individual Response to
Change
The Managing Change Model
4. General Nature of Change
General ideas and
views of change
Individual Response to General Nature of
Change Change
The Managing Change Model
5. Planning Change
Planning required
prior to
implementation
Understanding
rumours and informal
communication will Planning Change
multiply during Individual Response to General Nature of
change. Change Change
The Managing Change Model
6. Managing the People Side
The people side is the most
important & most
controversial
In this area logic, planning &
organisation don’t always Managing the
turn out as intended People Side
because people have Planning Change
feelings, fears, & hopes
Politics, covert resistance & Individual Response to General Nature of
Change Change
bending the system can
lead anywhere if the change
process is not managed well The Managing Change Model
7. Managing the Organisational Side
of Change
Management of
those
organisational
factors often lead
to the success or Managing the
failure of change. Managing the
People Side
Organisational
Side of Change
This often involves
a total Planning Change
organisational
perspective and Individual Response to
Change
General Nature of
Change
the support of
senior The Managing Change Model
management
8. Evaluating the Change Effort
How can/will you know
if the change effort has
made any progress? Evaluating the
Are the changes Change Effort
observed, measured? Managing the
Managing the
Organisational
What are your People Side Side of Change
measures, indicators or Planning Change
targets?
What are the costs & Individual Response to General Nature of
benefits associated with Change Change
this change?
The Managing Change Model
9. Mindset on the Types of Change
(not all changes are the same)
Mindset:
Transformational
innovation & “out of
the box” thinking
Mindset:
Incremental and
continuous
Improvement
the ‘Life
Cycle” Curve
(adapted from Charles Handy)