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Managing Change
Ei4Change
Change is normal
“The world hates change, yet it is the only thing that has brought progress.”
Charles Kettering
“If you keep doing what you’re doing, you’ll keep getting what you get.”
Anon
Attitudes to change
“People don’t resist change.
They resist being changed!”
Peter Senge
Types of changeStrategic: Changes to the approach to doing business: markets targeted, products to be sold, how they will be sold, overall strategic orientation, level of global activity, partnerships
Process efficiencies: Changes to make processes faster, more reliable, less costly, more savings, reducing waste
Structural effectiveness: Changes in hierarchy, goals, structural characteristics, administrative procedures, management systems
Cultural change: Changes to the human side of operations: empowerment, attitudes, behaviours, skills, performance of employees
Change can be good
Well managed, change can
Lead to different ways of working and better solutions
Stimulate clear thinking and creativity
Bring employees closer together
Help to discover something new about ourselves and each other
Force development and personal growth
Managing Complex Change
= Change
= Confusion
= Anxiety
= Resistance
= Frustration
= False Starts
Vision Skills Incentives Resources ActionPlan
Vision Skills Incentives Resources ActionPlan
Vision Skills Incentives Resources ActionPlan
Vision Skills Incentives Resources ActionPlan
Vision Skills Incentives ResourcesActionPlan
Vision Skills Incentives Resources ActionPlan
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Managing the Change Process
Delivering Change in Stages
Preparing for Change
Increase urgency
Build a guiding team
Get the vision right
Managing Change
Communicate to get agreement
Empower action
Create short-term wins
Personal Transition through Change
Reinforcing Change
Don’t give up
Embed change
Communicating the Change Process
Good communication to all stakeholder groups is key.
Stakeholders: All those involved in the changes or impacted by the changes.
Participation“All change involves some conflicts of interest.
To be resolved, the conflicts need to be recognised,
brought into the open, negotiated, and a solution
arrived at which largely meets the interests of all
parties in the situation.
Successful change strategies require institutional
mechanisms which will enable all these interests to be
represented and participation provides these.”
Enid Mumford – Designing Human Systems 1983
Coaching for Change
Challenging
How did that work?
What could we improve?
Coaching for Change
Supportive
What do you need?
How can I help you?
A few bits of wisdom…
How you handle change impacts upon team attitude and performance
Challenging and clear goals can help change
Personalities affect how we manage change
How disagreement is expressed influences change
There is no gender or age effect in coping with
change
Don’t dwell on the symptoms of change
Online course
Our online course Developing your Emotional Resilience is available on Udemy.
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https://www.udemy.com/emotional-resilience/?couponCode=SlideShare
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![Leading and Managing Change [Change Management]](https://img.pdfslide.us/doc/110x75/548cc28cb4795976498b4569/leading-and-managing-change-change-management.jpg)
