Basic dynamics of the change process Understand the importance of
environmental impact on business and appreciate the need for change
Analyze the forces that resist change; and Measures to be taken to overcome the
resistance to change Different models for change management
This is a process by which organization move from their present state to some desired future state to increase their effectiveness.
Internal Factors Profitability Need for Re-
organization Organizational
Conflict Management Change Socio Cultural
External Factors Change in Business
environment Market Forces Legislation Technological
change Political change
Fear of the unknown. Fear of failure. Disagreement with the need for
change. Losing something of value. Leaving a comfort zone. False beliefs. Misunderstanding and lack of trust. Inertia.
POSSIBLE BENEFITS OF RESISTANCEPOSSIBLE BENEFITS OF RESISTANCE
• Forces management to re-examine its proposals
• Employees act as check-and balance
• Management does not implement change in a haste
• Management can take corrective steps in time
• Information on the intensity of employee emotions
• Provides emotional release to employees
• Understanding of employees develops
Education & Communication Participation & Involvement Facilitation & support Negotiation & Agreement Manipulation & Co-optation Explicit & Implicit coercion
Strategy: The company plan or route-map to maintain competitive advantage
Structure: The company hierarchy Systems: The day-to-day processes and
procedures throughout the company Shared Values: The core values of the
company Style: The company leadership style Staff: The company's employees and their
broad abilities Skills: The skills and competencies of
employees
UnfreezingRecognizing the need for change
Changing Modifying old ways and
introducing new behaviors Refreezing
Making new behaviors permanent
Unfreezing RefreezingChanging
Readiness to change
Implementation
Making it stick
Educate(Everyone
understands)
Inform(what, why, when
& how)
Consult(Seek views &
ideas)
Plan(Objectives,
resources, time – scales, measures
& budgets)
Organize(work Plans)
Appoint(manager,
Leaders, teams)
Praise
Encouragement
Recognition & empathy
Coach
Train
Lead
Manage
Help & Guidance
Regular Feedback
Provide adequate Resources
Set performance
indicators
Monitor & evaluate
performance
Establish system to make it happen
Establish control to check it is happening
Rewards for new behavior
Defrost a hardened status quo: Establish a sense of urgency Create the guiding coalition Develop a vision and strategy Communicate the change vision Introduce new practices: Empower a broad base of people to take action Generate short term wins Consolidate gains and producing even more change Ground the changes in the culture, and making
them stick: Institutionalize new approaches in the corporate
culture