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Moch Kurniawanmochkurniawan99@gmail.com

Our Expression after hear CHANGE…….Our Expression after hear CHANGE…….

Like this or ……

Like this or ……

Topics of discussionTopics of discussion

• Overview

• Issue

• Element

• Manage

• Questions?

When you say CWhen you say Change,hange, they say: they say:

“This is a waste of time.” “Why change if it was working just fine before?”

“If it ain't broke, don't fix it.” “They never tell us what’s going on!”

“How soon will this happen?” “How will this impact me?”

“Will I receive new training?”“What’s in it for me.”

“I doubt they are really serious about this.”

Natural reaction to change: ResistAwareness of need to change: critical ingredient and must

come first

• “Nothing is permanent, but change” (Heraclitus 535–475 BCE, pre-Socratic philosopher) 

• “It is not the strongest of the species that survives, nor the most intelligent, but the one most responsive to change”

(Charles Darwin 1809-1882, English biologist and father of the evolution theory)

• “Change is good - you go first” (Kenneth F Murphy 1955-, former SVP HR of Altria Group and writer)

 

ChangeChange

Change managementChange management

So what is Change Management?‘It isn’t the changes that are so difficult , it’s the transitions. Change is not the same as transition. Change is situational: the new site, the new boss, the new team roles, the new policy. Transition is the psychological process people go through to come to terms with the new situation. change is external, transition is internal.’

Source:Managing Transitions,Making the most of change William Bridges

What is Change Management?What is Change Management?

From Wikipedia.org• Organizational change management is the process of

developing a planned approach to change in an organization.

• Typically the objective is to maximize the collective benefits for all people involved in the change and minimize the risk of failure of implementing the change. The discipline of change management deals primarily with the human aspect of change, and is therefore related to pure and industrial psychology.

Intrinsic Change• change in marital status• health• family• relocation• career or job• personal development• social activities• purchase something

Extrinsic Changes• health• financial• environmental• governmental• natural disasters• technological• organizational• revolutionary

Different types of ChangeDifferent types of Change

The Drivers for ChangeThe Drivers for Change

• Customer expectations • Technology• Competition• Legislation• Economy

Where are you now?Where do you want to be?

The potential for change is :The potential for change is :

Organizational ChangeOrganizational Change

Organizational Changes Can Cause:

• Doubt• Confusion• Uncertainty• Anxiety

• Isolation• Resistance• Lack of Motivation• Feelings of Being: - out of control - overwhelmed - unable - without choice

One big company was hiring new staff, the question of the written exam is:

You are driving a car.You are driving a car.

On one big storm night.On one big storm night.

You are passing a station.You are passing a station.

There are three people who are waiting for the busThere are three people who are waiting for the bus

One doctor who saved your life before.

One guy/lady who is someone you have been dreaming to get married to.

One old lady who is dying.

You can only take one passenger, which one you will choose? Please explain your reason.

Issue-Changes ManagementIssue-Changes Management

Change Management Improves Your OddsChange Management Improves Your Odds

• More than 70% of change efforts fail because of failure to focus on people issues

Resistance tochange

Inadequatesponsorship

Unrealisicexpectations

Poor projectManagement

Innadequatebusiness case

No changemanagementprogram

82%

72%

65%

54%46%

43%

The Elements in the changeThe Elements in the change

Pre – Assessment for ChangePre – Assessment for Change

Individual prerequisites for change to occurIndividual prerequisites for change to occur

Thinking & understanding

Head

Why should I change?Why should I change?

Emotional/ Motivational

Heart

What’s in it for me?What’s in it for me?

Behavioral

Hands

What do I do differently?What do I do differently?

Why is Leadership Involvement Why is Leadership Involvement Important?Important?

Leaders who do not champion change are more likely to have organizations that are unprepared for

change

Organizations follow the direction and vision set by its Leaders.

Resistance to Change

Inadequate Sponsorship

Poor Project Management

Case for Change not Compelling

Project Team Lacked Skills

Scope Expansion/Uncertainty

No Change Management Program

Siloed Process View

82%

72%

54%

46%

44%

44%

43%

41%

0% 20% 40% 60% 80% 100%

Source: Deloitte Consulting CIO survey

Major Barriers in Transformation Projects

The push / pull model of LeadershipThe push / pull model of Leadership

Push PullI am aware of myself

I am aware of you

INTEGRI TY

CONFIDENCE

thoughts, wants, feelings

LOGICAL ARGUMENT

I make proposalsI state reasonsI state logical consequences

ASSERTION

I state my needs or wantsI state my evaluationsI persist

BUILDING BRIDGES

I recap what you sayI explore our views or feelingsI self-disclose

ATTRACTION

I build on common groundI create a vision

CommunicateHelp Others See the Need for

Change

Getting your team to wake up to the need for change involves giving them the knowledge they will need when called on to make important changes in the way they work.

RewardImplement the Change

Now that the change has been designed, this period involves getting up to speed and realizing the possibilities of the new way. It is about learning and finding strategies to sustain the new ways.

FacilitateCreate Directions for Change

In this phase the team is ready to work with the leader to design and create a new path. It involves creating a vision and a road map for the change, learning, considering many possibilities and developing new skills individually and as a team. This is the high-energy, exciting period of change.

ListenEnroll People in the Change

This phase involves getting your team ready to accept and become active in the process of change. It involves getting over resistance and getting ready to learn new skills and ways of working.

Leading your teamLeading your team

LeaderLeader ManagerManagerChange Stability

Leading people Managing work

Long-term Short-term

Vision Objectives

Sets direction Plans detail

Passion Control

Proactive Reactive

Transformational Transactional

Achievement Results

Uses Avoids

New roads Existing roads

Seeks Establishes

The Difference between Manager and LeaderThe Difference between Manager and Leader

Change Impact!Change Impact!

First Individual Impact

Organization Impact

Change will start with individual, and will cause

a rippling effect in an organization.

learning andadapting

monitoringand evaluating

implementingand doing

thinking andplanning

Define the current stateDefine the future state

Determine key sponsorsAnd implementers

Adjust environment feedbackand rewards

Review progress againstmetrics

IATUL June 04

ADRIADRI

Move the individual in the organization to…Move the individual in the organization to…

The Change cycleThe Change cycle

There are a number of phases to pass through in the There are a number of phases to pass through in the Emotional Cycle of Change – each with tools to help usEmotional Cycle of Change – each with tools to help us

Time

Certainty•Communication and mobilization around the urgent need for change

•Analysis and Design findings•Business Case

Negative

Positive

Leve

l of o

ptim

ism

Hope• Visioning• To-be plans• Persistent Leadership

Doubt• As-is Mapping• KPIs• RACI• Dynamic leadership• Resistance to change toolkits

Confidence• Change Management tools• Stakeholder mobilization• Communication

Overview of the Emotional Cycle of Change

Reactions to Change and Managerial InterventionsReactions to Change and Managerial Interventions

REACTION EXPRESSION MANAGERIALINTERVENTION

DisengagementDisengagement WithdrawalWithdrawal Confront, identifyConfront, identify

DisidentificationDisidentification Sadness, worrySadness, worry Explore, transferExplore, transfer

DisenchantmentDisenchantment AngerAnger Neutralize, acknowledgeNeutralize, acknowledge

DisorientationDisorientation ConfusionConfusion Explain, planExplain, plan

Why Do People Resist?Why Do People Resist?

• Feel they will suffer• Organization does not

communicate clearly• Perceive more work

with few opportunities• Required to give up

ingrained habits• Organization lacks

adequate rewards• Organization lacks

sufficient resources

• Solicit employee input• Script a clear, logical

message• Provide rewards and

incentives• Identify new behaviors to

support the change• Develop rewards aligned

with the change• Prioritize work based on

available resources

Why Do People Resist?Why Do People Resist?

• Loss of job security

• Employees harbor

unresolved resentments• Change has poor

introduction• Organization has poor

internal communication

• Communicate how employees and the organization will benefit from renewed relevance

• Allow employees to express their grief

• Acknowledge missteps; reaffirm commitment and clarify expectations & timeline

• Delegate communication tasks to one person/team

What is yourVISION

Of the Future?

“if you do not know where you are going, any road gets you there”

What Change Management is What Change Management is

• Communication• Training• Leadership

• Communication• Training• Leadership

Change Management is an investmentChange Management is an investment

ResponsesResponses

Kotter’s 8 Stages of Change ManagementKotter’s 8 Stages of Change Management

• Increase Urgency• Build the Guiding Team• Get the Vision Right• Communicate for Buy-In• Empower Action• Create Short Term Wins• Don’t Let Up• Make Changes Stick

Kriegel & Brandt“Sacred Cows Make the Best Burgers”

Drone Zone

Challenge

ResourcesCompetencies, Time, Reserves

Change ReadyZonePanic

Zone

Skill level required,Speed of change,Effort to

learn

Are You in the Are You in the Change Ready Zone?Change Ready Zone?

What we are feeling when faced with a change?What we are feeling when faced with a change?

PerformancePerformance

StressStress

Optimal StressOptimal Stress

Area of Area of OptimalOptimal

PerformancePerformance

High StressHigh StressAnxiousnessAnxiousnessUnhappinessUnhappiness

Low StressLow StressBoredomBoredom

Time when continually under high Time when continually under high stressstress

PerformancePerformanceIntendedIntendedPerformancePerformance

HealthyHealthyTensionTension

FatigueFatigueExhaustionExhaustion

Ill healthIll health

BreakdownBreakdown

Circle of InfluenceCircle of Influence

The Core MessageThe Core Message

PROCESSES

SYSTEMS

PEOPLE /TRAINING

CHANGE INATTITUDES AND

BEHAVIOURSSustainable

results

How to communicate, manage and make decisions

How did we perform today ?

Capacity to plan, achieve, analyse and find some opportunities

‘‘do things differently’’

Continuousimprovement

Create Champions of ChangeCreate Champions of Change

Help people feel comfortable with their being asked to do something differently.

1. Tend to think first about what they have to give up2. Feel isolated even when others are going through similar

changes3. Different resilience levels, none of us can absorb unlimited

change4. Concerned that they don’t have enough resources

If not addressed all of these can lead to resistance.

A Reflection….A Reflection….Change is ……..Change is ……..

A Reflection (cont’)A Reflection (cont’)

“Everyone thinks of changing the world, but no one thinks of changing himself.”

- Leo Tolstoy

A Reflection (cont’)A Reflection (cont’)

A Reflection (cont’)A Reflection (cont’)

A Reflection (cont’)A Reflection (cont’)

Where do we go from here?Where do we go from here?

Thank you and …..Thank you and …..