CHANGE

MANAGEMENT

Lecturer

Andri Budi Santosa, Drh, MBA

DAY 2

MANAJEMEN PERUBAHAN

PROSES PERUBAHAN

KONDISI

SAAT INI

MASA

TRANSISI KONDISI

YANG DIHARAPKAN

Established equilibrium

that continues

indefinitely until

something disrupts it

Stability

Feeling of security

• Low stability

• High emotional stress

• High (often undirected) energy

• Control becomes major issue

• Past patterns of behavior become

highly valued

• Conflict increases

• NEW VISION

MANAJEMEN PERUBAHAN & TRANSISI (WORKING ON THE GAP)

1. EXPLORING

Involving people as many as possible to have : • Sharing vision

• Agreed upon SWOT feeling

2. SYSTEMIZING the Process: • Keep people connected to the

change process

• To create a space to express the positive and negative

3. VENTURING • Analizing the gap

• Anticipating resistance and gaining the commitment

• Providing opportunities for innovation and creativity

Pilot and implementation

4. INTEGRATING • Evaluate the changing process

• Expand successful process

• Review the pilot and implementation

• Institutionalized the approach

Hadapi dengan pemberian informasi yang jelas

Informasi bahwa perubahan akan terjadi

Jelaskan apa yang diharapkan dan tindakan

apa yang perlu mereka lakukan untuk

beradaptasi dengan perubahan

Beri mereka waktu, dan kemudian skedulkan

pertemuan untuk berdiskusi

Respon untuk Fase Penyangkalan (Denial)

Respon untuk Fase Penentangan

(resistance)

Listen, listen, listen

Berikan apresiasi terhadap penolakan mereka dan

berikan empati

Jika diperlukan, gunakan enforcement dan

punishment

Diperlukan ketrampilan untuk mengelola konflik

Respon untuk Fase Menjajaki

(Exploration)

Sediakan training dan program pengembangan

yang dibutuhkan

Tetapkan sasaran jangka pendek dan

Respon untuk Fase Komitmen

(commitment)

Tetapkan sasaran untuk jangka yang lebih panjang

Bangun kerjasama tim

Berikan reward

Memelihara momentum perubahan -

RESISTENSI TERHADAP

PERUBAHAN

Mengapa resisten terhadap perubahan?

Self interest

Psychological impact

Redistributive factor

Destabilisation effect

Culture incompatibility

RESISTENSI TERHADAP

PERUBAHAN

Bagaimana sikap resisten terhadap

perubahan?

Status quo

Filtering of information

Maladaptive defence mechanisms

Negative personal construct

Resistensi

Resistensi Organisasi

Six Strategies to Solve Resistance

Coch dan French Jr

Education & Communication

Partisipation

Support

Negotiation

Manipulasi dan Kooptasi ( Twisting & Cooptation )

Push and Punishment

Methods for dealing with resistance to change

Approach Commonly used

in situation

Advantages Drawbacks

Education

+communication

Where there is a

lack of

information or

inaccurate

information and

analysis

Once persuaded,

people will often

help with the

implementation

of the change.

Can be very time-

consuming if

lots of people

are involved.

Participation +

involvement

Where the initiatiors

does not have all

the information

they need to

design the change,

and where others

have considerable

power to resist.

People who participate

will be committed to

implementing change,

and any relevant

information they

have will be

integrated into the

change plan.

Can be very time-

consuming if

participators

design an

inappropriate

changes

Facilitation +

support

Where people are

resisting because

of adjustment

problems.

No other approach

works as well with

adjustment problems

Can be time

consuming,

expensive and still

fail.

Negotiation +

agreement

Where someone

or some group

will clearly lose

out in a change

and where that

group that has

considerable

power to resist.

Sometimes it is a

relatively easy way to

avoid major

resistance.

Can be too

expensive in many

cases if alerts

others to negotiate

for compliance.

Methods for dealing with resistance to change`(Con.)

Approach Commonly used

in situation

Advantages Drawbacks