effective adjustment to new environment

8/13/2019 effective adjustment to new environment

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Presented By:

Abhishek Kumar- D38

Shahjar Jogi- D40

Utkarsh Jaiswal- D41

Naman Bhutani- D42


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Adjustment

Adjustment is a continued process in which a person

varies his behavior relationship between himself and hisenvironment.

Adjustment refers to the degree of harmony between the

person and his environment.


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Characteristics of a well adjusted person

Awareness of his own strengths and limitations.

Respecting himself and others.

An adequate level of aspiration.

Satisfaction of his basic needs.

Absence of critical or fault finding attitude.


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Flexibility in behavior.

The capacity to deal with the adverse circumstances.

A realistic perception of the world.

A feeling of ease with his surroundings.

A balanced philosophy of life.

Characteristics of a well adjusted person


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Why is Executing Change so Challenging?

People will resist change.

We live in an era of perpetual change/unrest.

Weve run out of the resources required to deal with change.

We incorrectly focus an inordinate amount of energy into

trying to make people feel comfortable during a major change.

We focus on getting the change installed and miss realizing

the return on investment expected from the change


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Organization Strategies for Successfully

Realizing the Results in Change

Look for ways to decrease unnecessary demands on

existing resources.

Increase the organizations capacity and resilience for

dealing with the disruption of change

Follow a process for managing change and transition


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Managing Change vs Managing Transition

Changeis the shift in the external situation; the thing that has changed. It can

happen fast.

Transitionis the reorientation people need to make in response to the change.

This can take time.

To be successful in both the implementation and in helping people we need to

manage both the changeand the transition.

A transition management plan is a necessary component of a change

management plan and presumes that the underlying change is being well

managed.


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A well-managed change ensures that

There is an identified Executive Sponsor for the change

Leaders understand the shifting roles of Sponsors, ImplementersAgents and Advocates during change

Change teams are set up as needed (e.g. implementation, transition,

communication, etc.) The need for the change has been effectively established and

communicated to everyone more than once using a variety ofmedium.

The impacts of the planned change - indirect, as well as direct - have

been identified and communicated. Those who will be impacted by the change have been involved in the

planning, or at the very least, will be involved in its implementation.

The details of the implementation are generally understood as theyemerge and are modified to fit changing circumstances


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Roles During Change

Sponsor

Executive or Initiating Sponsors Sustaining Sponsors

Implementer(s) or Target(s)

Change Agent

Advocate(s)


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Sponsor

The person with the authority to make a change happen.

Has direct authority over the individuals who willimplement the action or change.

Has access to and/or control over the resources (money,time and people) needed to implement action or change.

Has a clear vision, identified goals and measurableoutcomes for the change initiative.

Executive or Initiating Sponsorsusually the topexecutives in the organization and

Sustaining Sponsors usually those who are responsiblefor sponsoring the change in their own areas or units.


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Implementer(s) or Target(s)

The people who are authorized to implement the change(and often are also expected to change something about the

way they are doing their work). Have direct line responsibilities to the Executive or

Sustaining sponsor. Most effective when they clarify their questions and

concerns about what is expected with their Sponsor at thebeginning of a change

Provide sponsors with information about issues that mightblock or impede success thereby providing an essentialfeedback loop in the system

Requests necessary resources that leverage and reinforcesuccess)


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Change Agent

Can work with both the sponsor and the implementers butdoes not take on their roles (e.g. functions as a Consultantor Coach).

Can be internal or external to the organizations Is focused on helping the sponsor and implementers stay

aligned with each other

May act in a number of roles - data gatherer, educator,advisor, facilitator or coach in order to aid sponsors andImplementers in achieving success.

Must be sponsored to work with the Implementers orTargets - has no direct-line authority over theImplementers or Targets.


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Advocate(s) Has a good idea and is in search of a sponsor

Can occupy any role in the organization Most effective if they show how their idea is

compatible with issues important to the Sponsorschange projects and goals


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Steps for Managing Change


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Model for Managing Transition


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What You Can Do at Each Stage

Individual Leader/Manager Look for signs of upcoming

changes that may affect you

Find out all you can about

personal transition Develop skills that will help you

better deal with change and

transition

Help people look for signs of

upcoming changes Offer people training in dealing

with change and transition Develop skills that will help you

better lead people through

change and transition


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Helping People Deal with Denial

Suggested Actions for Individuals Suggested Actions for Leaders Listen, listen, listen pay attention to what you

are hearing Seek the information you need to deal with the

changes Ask questions to find out what is changing and

what is not Decide how this change might impact your life,

and your work.

Knowledge and Skills: Personal Transition Grieving process

Communication skills

Clearly explain:

the change without denigrating the past why change is needed what is over and how people will be affected what will not change Ask for reactions Listen, listen, listen pay attention to what you

are hearing Show caring and concern Respond to questions, clear up any

misunderstandings, and acknowledge

objections Acknowledge losses Allow people time to grieveKnowledge and Skills: Change management Managing Transition

Grieving process

Strategic communication Facilitating Meetings

S


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Phase Individual LeaderThe Lull Between the Waves Look for signs and Develop

Skills for Change and Transition

Help look for signs of change Offer training and Develop skills

for change and transition

Denial Listen, Seek, and Ask Explain, Ask, Listen, Respond to Questions and

Acknowledge ConcernsResistance(Endings)

Ask, Express, Mourn, and Seek

Support Surface Resistance,

Listen Show Caring

Respond to Questions and

Acknowledge ConcernsExploration(Neutral Zone)

Seek control, understanding,

support, purpose, plan and

participate.

Explain purpose and plan Ask for support

Encourage Creativity and Ideas

Involve people Start Training

Commitment (New Beginning) Develop knowledge and skills Celebrate success

Hold Steady Develop Skills and Knowledge Celebrate Success

Getting Ready for the Next Wave Reflect on Experience and Reflect on Experience and

Summary


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Short Story about Adjustment

Once there was a quarrel between all the GOD in theheaven. They were fighting verbally among each otherto decide who is the best among

SOIL, WATER, AIR, FIRE, and TREES.


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The fighting continued for several years and nothing wasconcluded.

Finally all went to LORD VISHNU for the decision of thebest.


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Lord Vishnu heard the topic and said Among all thecontestants who needs no effort from outside tosurvive in the whatever situation or condition put on isthe best.

All were confused and asked to explain.

Lord Vishnu said the water is the best among all.

Because it can survive in the every situation orcondition put on without any effort from outside.


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Hearing this everybody asked the reason why waterneeds no effort from the outside.

Lord Vishnu said,

Water has a gene with it. It is calledADJUSTMENT


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Thank You..!!

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effective adjustment to new environment