The document discusses how change is difficult but necessary for growth and survival. It provides examples of organizations like Kodak and Ambassador cars that failed to adapt to changes in their industries. Individuals like Amitabh Bachchan and Anil Ambani are also highlighted who reinvented themselves during challenging times through positive changes. The document emphasizes that a well-planned change with communication and support can help overcome resistance. Embracing change helps to innovate, adapt to weaknesses and stay relevant in a dynamic world.

1. “The reasonable man adapts himself to the world;
the unreasonable one persists in trying to adapt the world to himself”
- George Bernard Shaw

2.  Change, as a celebrated author said, is the
only constant of the world around us. Over
millennia we have seen environmental,
political, socio-cultural changes.
 The best of these, the changes that propel us
towards growth, together are called
evolution. But despite being an imperative
factor, change is usually resisted…

3.  Change is almost always difficult. From adapting to
a new exercise regimen to orienting an organization
to adopt new practices change is almost always met
with resistance. But why?
 Change always threatens the comfort-zone, the
world of the familiar, that we tend to build up
around us
 Change is a venture into the unknown. With very
few excepts the exact outcomes of change are
uncertain
 Change is a challenge to our ability to keep
learning. With age we fear that our ability to learn
has diminished.
 Change brings insecurity. We fear change is a
challenge to our worth. Will we still be as cherished
and valued?

4.  Why Change?
 Your very survival may depend upon it
 Is existence your ambition or is growth? – change is often
the key to both
 External factors may induce change – better be ready to
adapt
 Survival of the Fittest – is more than just about Darwin. It
is true of Life
 Change is often fun – a great distraction from the
hackneyed and the trite

5.  Markets, customers, and external factors may change
while you take on a complacent attitude.
 A market leader may be overtaken and survival
threatened if sensitivity to competition is not
developed
 Change Management is often a process but in most
organizations and groups, the orientation to change is
an attitude.
 In some case change is a vital necessity. In sports
tournaments teams often need to constantly update
their strategies to stay ahead

6.  “There are few corporate blunders as staggering as Kodak’s
missed opportunities in digital photography, a technology
that it invented.” – Forbes about Kodak
 Kodak’s researchers invented the digital photography way
back in 1975. Digital photography was the biggest thing that
world mark the world but Kodak took over ten years to adapt
to the change. Worried that entering the market of digital
photography would mean the end of its film and print
business, Kodak let Sony and others take over.
 A failure to adapt that cost Kodak its survival by 2012.

7.  Reinventing a cash cow product also becomes imperative
sometimes.
 Working to improving the design, aesthetics, technology and
processes will keep you ahead and growing
 Is your organizational approach growth-oriented or are you
looking at keeping up with the times?
 Are you and your organization sensitive to what ails the
customer? What additional features, services can you offer to
better your position?

8. Through the 1980s the one car which remained the
undisputed ruler of the Indian roads was the
Ambassador. Almost all governmental vehicles were
Ambassadors. Considered a veritable status symbol,
the Ambassador refused to change.
But when new cars entered the market the
introduction of new design and new shape and
much lighter models attracted the Indian audience.
The marquee Ambassador is dead now !

9.  A well-planned change brings about
immense positivity.
 A change is an opportunity to infuse new
ideas, a new vigor into your team or
organization
 A change is also a chance for you to
rethink your values and priorities and if
you have deviated from them

10. Anil Dhirubhai Ambani, son of the visionary
businessman took over Reliance Group in
2006. And then in New York Anil Ambani
was once questioned by an investor about
his health and fitness levels.
This was Anil’s cue to change. His exercise
regimen is now legendary. A strict
vegetarian, no-smoke, no-drink diet is what
this “Marathon Man” now follows. A
positive change that has inspired Anil to
reach newer levels of fitness.

11.  Explore new avenues. Weigh the
benefits of the change.
 Be ready to take risks; change always
involves risks – managed change is
often your best bet.
 Change invigorates. It is only as stressful
as we want it to be.
 Change is often a chance to reinvent the
outlook; and sometimes a chance to
return to our original values.

12.  Reaching The Households
 After reigning as one of the most
popular heroes of Bollywood, Amitabh
Bachchan was faced with a string of
mediocre movies in the late 1990s. In
2000 Amitabh Bhachan chose a very
popular but a very neglected medium
to orchestrate his change.
 He reinvented himself with Kaun
Banega Crorepati, the popular game
show. He became an immensely
popular household face and breathed
life back into his career

13.  Change is an instrument with which one can
fight insurmountable obstacles
 Change is an aid. To innovate and to find a
path where none has existed
 Change is a man’s tool to adapt and
overcome weaknesses

14. Stephen Hawking, the renowned scientist
and academician is the longest surviving
sufferer of the Motor Neuron Disease.
In 2005 as Prof Hawking’s hand started to
slow down he orchestrated a change that
would help him communicate with the
blinking of his eyes. Instead of becoming
overwhelmed, Prof Hawking embraced
change to overcome his weakness.

15.  Build in an attitude of change. Unless you are
willing to constantly learn and evolve, change
will always be resisted.
 Make change easy for your team by involving
suggestions and making change a democratic,
inclusive process
 Reduce insecurity and instability by providing
support through the change process; be ready
to explain and communicate freely with your
team
 Study the changes in depth; understand the
consequences; research alternatives and
competition.

16. Book – Author
 Out of Our Minds: Learning to be
Creative-Ken Robinson
 Leading Change-John P Kotter
 Managing Change and Transition-
Harvard Business Essentials
 Change By Design-Tim Brown
 Organizational Change -Barbara
Senior and Dr Stephen Swailes

17. Hope this message brings a great positive
change in you .
Thanks !