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“THE ONLY CONSTANT IN LIFE”
“CHANGE”
Page 1
CONTENTS
1
Why change
2
Obstacles
3
How to Manage Change
4
Go & Get it
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Change…Its complicated!! Is it??
1. Change - make or become different2. Change - take or use another instead of3. Change - an act or process through which
something becomes different.
All the above definition clearly indicate that change isto become different. However, various studies suggeststhat we as human beings prefer Status Quo.Interestingly we are not happy with the current statebut still we don’t want to change.Ever wondered what’s the reason? Lets look at someof the reasons in next few slides
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OBSTACLES IN CHANGE
“Absence of clear understanding of
change”
“Ineffective change sponsorship from
senior leaders”
“Poor Communication”
“Poor Execution”
“Poor support and alignment with
middle management”
“ Rigidness”
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APPROACH
Kick Off
DeliverNeed for Change
Change Direction
Change Behaviour
ChangeSustainability
• Establish a sense of Urgency
• Form a Powerful guiding coalition
• Have a Clear Vision
• Communicate – Keep it Simple
• Empower team members
• Plan & have short wins
• Consolidate improvements
• Communicate & Continue to Build
OUR PRESENCE
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HOW TO MANAGE CHANGE
Start from the top leadership
This is a misconception that change fails because of unacceptability of largerteam. The leaders themselves must embrace the new approaches first, bothto challenge and to motivate the rest of the institution. They must speak withone voice and model the desired behaviours.
o Junior Team members look to top people for direction, not only interms of business needs, but also related to behaviour, ethics,standards and response to change.
o Executive teams that work well together are best positioned forsuccess.
o They must be aligned and committed to the direction of change,understand the culture and behaviour's the changes intend tointroduce, and can model those changes themselves.
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OUR PRESENCE
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HOW TO MANAGE CHANGE
Clear Intention
If you initiate change just for the sake of change, it will be challenging foryou to get support from your leaders, employees, and clients. Have a goodreason for each change and be able to explain those reasons clearly toyour organization.
o Keep the overall Business & Organization Structure in mind.Change in one department may significantly impact otherdepartments and hence an understanding of larger picture is verycritical. Explore all the potential consequences of change beforesharing with larger audience.
o Get feedback from leaders & grass-root in the organization, aswell as from others outside of the company. People may havevery different thoughts which can be beneficial for the company.
o Make role changes for a specific purpose which are very clearlydefined and understood by the impacted team members.
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OUR PRESENCE
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HOW TO MANAGE CHANGE
Communicate the ultimate Key
Inform employees of changes before they hear it from somewhere else.Utilize company email, all-staff meetings, newsletters, or whatever form ofcommunication is most beneficial for the news you are sharing.
o Walk around and talk to people. Leaders of today interact morewith their employees. Change can be best managed by walkingaround and getting to know their employees and explaining themabout the change. Town Halls/Coffee Meetings are best mediumsto connect with people
o For Two Way Communication, encourage feedback. Giveemployees the opportunity to ask questions or providesuggestions as your organization moves toward change
o Communicate early and often. Keep employees informedthroughout all aspects of your organizational change so they canbe on your side when the change actually takes place.
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OUR PRESENCE
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HOW TO MANAGE CHANGE
Inclusiveness
Inclusiveness would play a key role in helping organization’s in transitionand move forward with the changes. The more we engage and includethose in our organization, the better.
o Form a core team, put the bigger picture on the table and listed toideas.
o Positive engagement & debate on the subject would bringastonishing results
o Explain the reasoning behind organizational changes instead ofjust announcing the change itself. People are more likely tosupport you if they understand why you made a particulardecision.
o Try to include maximum stake-holders. If they contribute, theywould become the torchbearers to implement the change
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OUR PRESENCE
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HOW TO MANAGE CHANGE
Acknowledge – We are changing
Change is a slow process and will take place in several stages.o Continue the engagement. Keep interacting with stakeholders
using different mediums. Don’t push them to the wallo Some workers will immediately accept announced changes, while
others may deny the need for it, prolong the change itself, oractively resist it. As your company encounters change, keep aneye on how employees are responding.
o Do not expect behaviour to change all at once. It will take time foryour employees to get used to doing things differently. Do whatyou can to support them during the transition.
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OUR PRESENCE
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HOW TO MANAGE CHANGE
Be Positive about the change
o Keep sharing the positive impact of change in oneteam/department with others.
o Success stories of other team Members will inspire others toembrace the change
o Recognize the key contributors to change in various forums
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GO & GET IT
