LEADING AND MANAGING CHANGE

Introduction-Icebreaker

“STORY OF MY LIFE”

Workshop Pledge

• I’ll respect every individual’s perspective and share mine. I’ll make most of the learning opportunity and will contribute to it by sharing relevant personal experience.

• I’ll listen and participate with an open mind.I’ll contribute to my own, my team’s and everyone else’s learning.

Programme Objectives

By the end of this programme you will be able to:

• Identify stages of cycle of change

• List steps of successfully implementing

• change

• Identify leads for future

• Set & Implement goals to lead & manage change

Management Game

“Bag The Order”

Cycle of Change

Objectives

By the end of this session you will be able to

• Identify stages of cycle of change

TheChange Curve Model

Phase 1Denial

Phase 4Commitment

Phase 2 Resistance

Phase 3 Exploration

Creating a Picture of YourChange Transition

Denial Resistance Exploration Commitment

HighRange = Over 15

HighRange = Over 19

HighRange = Over 22

HighRange = Over 22

Phase 1Denial

Phase 4Commitment

Phase 2 Resistance

Phase 3 Exploration

TheDenial Statements

1. This change doesn’t really affect me

5. The reality of the change hasn’t set in yet

9. I am not wasting my time worrying about the

change

13. I’m sure this whole thing will blow over soon

17. I don’t have any feelings about the change

21. I just try to do what I have to do to get through the day

Denial

• Denial is being fugitive about the change

• People need to be confronted and informed of the Denial behaviour

• Scoring high on Denial means :

Do not acknowledge the change

Not aware of the personal effect of the change

See the change as temporary

Symptoms and Leadership Role

• Symptoms

Avoid Acknowledgement

‘Business as Usual’ attitude

Avoid Confrontation

Leadership Role

Create awareness about the change

Share facts and draw mutual predictions

The Resistance Statements

2. I prefer the way things were before

6. I don’t know if I can do what is expected of me in

this change

10. I think this change is bad for the organization

14. I feel angry about the change

18. I can’t concentrate on my work

22. I’m upset about the way this whole thing has been carried out

Resistance

• Resistance is obvious and natural

• Scoring high means

High degree of Resistance

Sense of insecurity

Doubt on the self-ability

Feel embarrassed

Realization of the limited power

Do not appreciate the change

Symptoms and Leadership Role

• Symptoms– Anger and Blame

– Downing of Tools

– The Company does not care

Leadership Role

• Listen to what is said and not how it is said

• Shared mourning

• Show personal commitment

• Cut losses when unavoidable

The Exploration Statements

3. I’m excited about all the new possibilities thechange allows7. Everything is up in the air, but we’re dealing with thereal issues11. I keep thinking of new ways to do things15. Recently I’ve had a lot more energy to deal with thechange19. I’m amazed at how many new things I’m learningbecause of this change23. I feel like the worst part of the change is over

Exploration

• Exploration is fun, energetic, learning, exciting and experimental phase

• People accept and assess the change in this phase

• Scoring high means:

Excited about the change

Focused on the future

Feel positive about the future

Symptoms and Leadership Role

• Symptoms

– Over-preparation

– Incoherent energy

– Confusion and Chaos

• Leadership Role

– Guide priorities

– Educate to improve quality of analysis

– Set short-term goals

The Commitment Statements

• 4. I’ve really come a long way with this change

• 8. I would not go back to the way things were before

• 12. I have mastered what needs to be done to be

• effective with this change

• 16. I am comfortable in the new work environment

• 20. I feel good about myself and what I have

• accomplished to meet the demands of the change

• 24. I’ve learned things in this change that will help me

• deal with the next change

Commitment

• Phase of comfort and reward

• Prepare for the next change

• Scoring high means:

– Accept the change as permanent

– Perform effectively

– Do effort to sustain the change

– Feel comfortable

– Prepared for the next change

Symptoms and Leadership Role

• Symptoms– Cooperation and coordination

– Frustration about speed

– Looking for new challenges

• Leadership:– Set long term goals

– Celebrate success

– Focus on team building

– Step back – Let the next tier of Leadership emerge