Change management
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Transcript of Change management
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CHANGE MANAGEMENT
HR GLOBE CONSULTINGwww.hrglobeconsulting.com
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INTRODUCTION
• Process that can be enabled not managed.
• It is essential to be linked to business goals.
• Taken as a strategic imperative with changing economic conditions.
• It requires systematic view of organization.
• Demands both organizational & personal modulation.
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DRIVERS OF CHANGE
MANAGEMENT
KNOWLEDGE ECONOMY
DIGITAL CONVERGENCE
ELECTRONIC COMMERCEPRIVATIZATION
MERGERS & ACQUISITIONS
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TWO PHASES OF CHANGE
TECHNICAL HUMAN
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ACTIVITIES CONTRIBUTING TO CHANGE MANAGEMENT
MOTIVATING CHANGE
CREATING VISION OF CHANGE
DEVELOPING POLITICAL SUPPORT
SUSTAINING MOMENTUM
MANAGING TRANSITION OF CHANGE
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MOTIVATING CHANGE
Sensitize organizations to pressurize for change.
Reveal what are setbacks in the present system.
Talk about the changes required.
Convey positive expectations for change.
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CREATING VISION OF CHANGE
CONSTRUCTING THE ENVISIONED
FUTURE
BOLD AND VALUED
OUTCOMES
DESIRED FUTURE STATE
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DEVELOPING POLITICAL SUPPORT
ASSESS THE NEED FOR CHANGE
INFLUENCE STAKEHOLDERS FOR CHANGE
IDENTIFY KEY STAKEHOLDERS
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SUSTAINING MOMENTUM
PROVIDING RESOURCE
FOR CHANGE
DEVELOP NEW SKILLS &
COMPETENCIES
REINFORCE NEW
BEHAVIORS
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MANAGING TRANSITION OF CHANGE
• Understand the change dynamics.• Appreciate the diversity.• Anticipate and manage resistance that
comes.• Indulge in multitasking and understand
that.
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COMMON RESISTANCE STATEMENTS TO CHANGE
• My needs are already met.• We don’t need to do this.• This sounds like ahhhh! No!• The risk outweighs the
benefits.
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CONCLUSION
• Change is essential as per the proper need analysis being done.
• Resistance no matter comes but should be handled smartly.
• Make employees understand that change can help bring positive outcomes for all.
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Change is hard because people overestimate the
value of what they have—and underestimate the value of what they may gain by
giving that up." — James Belasco
and Ralph Stayer
HR GLOBE CONSULTINGwww.hrglobeconsulting.com