Change Management = Pain Management

• Denial

• Anger

• Depression

• Develop the new comfort zone

• Acceptance

• Information and Communication

• Emotional support and Guidance

Main Constraints of Change Management in Order !

1. Create a culture

2. Be Relentless

3. Short term wins

4. Empower others

5. Understand and Learn

6. Develop a Vision and Strategy

7. Develop your team

8. Oh! Create the sense of Urgency

• Leaders who transform businesses land 8 rules in this order

Chance Management = Pain Management

• Examining the current situation and competitive realities.

• Identify and discuss crisis, Potential crisis or Major opportunities.

• Understand the difficulty of driving people from comfort zone.

• Don’t get petrified and take risks, Behind every success there is a Risk.

Establish the Sense of Urgency

• Assemble a group with shared commitment and create enough recourses to Lead the change.

• Get these individuals work outside the Hierarchy.

Issues!

• No prior experience in team

• Relegating team leadership to HR, Quality or Strategic planning executives rather then the Line Managers.

Form a Powerful Guiding Coalition!

• Create a vision to direct change effort

• Develop strategies to realizing the vision

Issues!

• Presenting the vision that’s too complicated or vague to be communicated in minutes.

Create a Vision

• Use every possible tool to communicate the new Vision, and Strategies for achieving it.

• Teach new behaviors by the Examples of the guiding coalition.

Issues!

• Lack of communication

• Behaviors which are antithetical to the Vision

Communicate the VISION

• Remove or change all the current processes and structures undermining the vision.

• Encourage risk taking and non traditional ideas, activities and actions.

Issues!

• Failing to remove the people who resist the change effort

Empower others to act on the Vision

• Design and Engineer the Visible performance improvements e.g, Performance Improvement plans

• Recognize and reward employees contributing to those improvements

Issues!

• Leaving short term success up to change

• Failing to score success early enough e.g, rather then 3 months it could take upto 6 months or more in change effort.

Plan for and Create short term Wins

• Hire, Promote and Develop the employee's who can Implement the vision.

• Use increased credibility from early wins to change system, structures and policies undermining the vision.

• Reinvigorate the change process with new projects and change agents.

Issues!

• Declaring the victory too soon with the first Performance Improvement

• Allow resisters to convince “Troops” that War as been won.

Consolidate Improvement & Produce more change

• Articulate between new behaviors and corporate success.

• Create the leadership and develop the succession plans consistent with the new approach.

Issues!

• Not creating new social norms and shared values consistent with changes.

• Promoting the people in the new leadership positions who don’t personify the new approach.

Institutionalize new approaches