Management of Change

An Organizational Development

The only thing that is permanent in life is

CHANGE

Change is an inevitableOrganizations that don’t change, die.

Agenda

Need for change Brief History Lessons Learnt Change Process

Developing a need for change Involve key actors, establishing relationships of

mutuality Identify and diagnose problems Establish and stabilize change

Organization culture Large Scale intervention

6 compulsions for change:

International competition Proactive and systematic understanding

of customer needs (Present + Future) Internal customer needs too Workforce Mobility and Diversity = New

employee needs/expectations IT revolution HR + OD = Strategic partners

OD – A Brief History

Early 1960s L&T initiatives T- group at Small Industries Extension

Training Institute, SBI and IIM

After 25years of existence, ISABS produced less than 100 process specialists in India

Lessons Learnt - Change is always messy

Delineation of phases Readiness for change implementation

of change Stabilization of change

Realistic Change efforts Take into account caste, religion,

relationships

Leadership, Vision, communication, empowerment

Structure and Process

Prevailing culture, norms, attitudes and beliefs

Indian Culture Need for change, what is the change,

and what are the benefits

Developing the need for change Level of aspiration

Feeling of confidence

Clearly defined need for change

Is there a defensiveness regarding external help?

Involve key actors, establishing relationships of mutuality

Have the OD practitioner and the organization understood the needs?

Clarity of outcomes?

Review for mid-course corrections?

Identify and diagnose problems

Conceptual framework for diagnosis

Methods for collecting information

Establish goals and priorities

Establish and stabilize change

Appropriate skills?

Monitoring and review mechanisms?

Positive elements diffuse to other parts of the organization?

Organization Culture

Paradigm / Mindset

Stories Symbols

Rituals/Routine

Control Systems

Power Structures

OrganizationStructure

David Gleicher Is an organization is ready for change:

Dissatisfaction x Vision x First Steps > Resistance to Change

3 components must all be present to overcome the resistance to change in an organization Dissatisfaction with the present situation, A vision of what is possible in the future, Achievable first steps towards reaching this vision.

OD can bring approaches to the organization that will enable these three components to surface, so we can begin the process of change.

Large-scale intervention Involvement Real-time Scope of Learning Responsibility and accountability Organization-wide change. Dissatisfaction is allowed Action planning Participation Strategic move Paradigm shift Open Systems approach Open Information Highly-adaptive process

Thank You

Questions/Feedback?