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Change Management

BY: DR. HUMAYUN FAIZ RASOOLMSc. MATERIALS SCIENCE

MBA

MS (MANAGEMENT)

MS (NUCLEAR ENGINEERING)

PHD (NUCLEAR PHYSICS)

Agenda for presentation

Defining change management

Individual change management

Organizational change management

Who is involved in managing change

Theories of Change Management

3 3

4 4

Change management is:

The process, tools and techniques to

manage the people side of change to

achieve the required organizational

results.

4 4

Rate of Change

“When the rate of change outside exceeds the

rate of change inside, the end is in sight”

Jack Welch

“The next few decades will bring about an

avalanche of change and that

most people and organisations

will not be prepared for the vastly

accelerated pace of change.”

A Toffler, Future Shock (New York: 1970)

Who is involved in managing change

Project team

Change

management

Senior leaders

Managers and

supervisorsEmployees

Pre- Assessment for Change

Individual Prerequisites for Change

Change management

Effective Change

Equals

Altering

Mind-set

Harnessing

Motivation

ShapingBehavior

The effective management of change involves anintegrated approach in each of these three arenas

Organizational change can be represented

as three states of change

States of change

How things

are done today

How things will

be done

tomorrow

How to move

from current

to future

Current

state

Transition

state

Future

state

In reality, there are both organizational

and individual future states

Organization

Individual

How I do my job

today

How I will do my job after

the change is

implemented

Current

state

Transition

state

Future

state

Current

state

Transition

state

Future

state

Vision

Need

Means

Rewards

Feedback

Evaluation

Prerequisites for Change

Prerequisites for Change

Vision: Develop, articulate and communicate a shared vision of the

desired change

Need: A compelling need has been developed and is shared

Means: The practical means to achieve vision: planned, developed

and implemented

Rewards: Aligned to encourage appropriate behavior compatible

with vision and change

Feedback: Given Frequently

An Effective Change Sponsor Must Have

Power: to legitimize change

Pain: Personal Stake

Vision: Total in-depth view

Public/Private Role: Commitment and ability to support

change publicly/ meet privately with agents

Performance Management: Ability to reward/confront

Sacrifice: Pursue change despite personal price

What Effective Change Leaders Do

Embrace change when it’s needed

Develop a vision for change

Communicate effectively

Shake things up by challenging status quo and encouraging

others to do the same

Stay Actively Involved by walking the walk and being visible

about it.

Direct, Review Implementation of change - continued

participation. Be in position to notice and coach.

Put PURPOSE

in the center

There are consequences of not

managing the people side of change

• Lower productivity

• Employee resistance

• Turnover of valued employees

• Disinterest in the current or future state

• Arguing about the need for change

• Changes not fully implemented

• People revert to the old way of doing things

• The change being totally scrapped

Five Activities Contributing to Effective

Change Management

1. Motivating Change

2. Creating Vision of

Change

3. Developing Political

Support

4. Managing the

Transition of Change

5. Sustaining Momentum

Effective

Change

Management

1. Motivating Change

Motivating

change and

creating

readiness for

change

Sensitize

organizations to

pressure for

change

Reveal

discrepancies

between current

and desired states

Convey credible

positive

expectations for

the change

Individual Resistance

Individual

Resistance

Habit

Selective

Information

Processing

Economic Factors

Job Security

Fear of the

Unknown

Organizational Resistance

Organizational

Resistance

Threat to Established

Power Relationship

Group Inertia

Threat to Established

Resource Allocations

Structural Inertia

Limited Focus of

Change

Four Phases of Transition

Denial

Resistance Exploration

Past Futur

e

Commitment

Overcoming

Resistance to

Change

Education and

Communication

Negotiation

Manipulation

Participation

Facilitation

and Support

Coercion

2. Creating Vision of Change

Constructing the

Envisioned Future

Bold and

Valued

Outcomes

Desired

Future

State

3. Developing Political Support

Assessing Change Agent Power

Identifying Key Stakeholders

Influencing Stakeholders

Developing Political

Support

4. Managing the Transition

Current

State

Desired Future

State

Transition

State

• Activity Planning

• Change Management Team

5. Sustaining Momentum

Sustaining

Momentum

Providing Resource for

Change

Building a Support System

for Change Agents

Developing New

Competencies and Skills

Reinforcing New Behaviors

Staying the Course

The Change Levers

1.0 leadership…its about inspiring

2.0 involvement…its about engaging

3.0 Communication

…its about sharing information of change

4.0 learning

…its about building skills and competence

5.0 Measurement

…its about defining, quantifying and monitoring

6.0 Reinforcement …its sustaining behavior over time

Models of Change Process

Kurt Lewin’s Three-Phase

Change Process

1. Unfreezing

2. Implementation of change

3. Refreezing

Phase 1:

Preparing for change

Phase 1:

Preparing for change

Phase 2:

Managing change

Phase 2:

Managing change

Phase 3:

Reinforcing change

Phase 3:

Reinforcing change

Change Management Process

Input: Output:

Employees adopt the change

Employees utilize the solution

Employees are proficient

=

Business results are achieved

A change to how the

business operates (project

or initiatives) that requires

employees to do their jobs

differently

Kotter’s eight-step Model for

successful change management

Eight steps to successful change

Increase urgency

Build the guiding team

Communicate for buy-in

Empower action

Create short-term wins

Don't let up

Make change stick

Get the vision right

Typology of Change

Planned & Managed Change

Natural Evolutionary

Unplanned Revolutionary Change

Theories of Change

1. Life cycle theory

2. Teleological theory

3. Dialectical theory

4. Evolutionary theory

Thank You and ….