Basic dynamics of the change process Understand the importance of

environmental impact on business and appreciate the need for change

Analyze the forces that resist change; and Measures to be taken to overcome the

resistance to change Different models for change management

This is a process by which organization move from their present state to some desired future state to increase their effectiveness.

Internal Factors Profitability Need for Re-

organization Organizational

Conflict Management Change Socio Cultural

External Factors Change in Business

environment Market Forces Legislation Technological

change Political change

Fear of the unknown. Fear of failure. Disagreement with the need for

change. Losing something of value. Leaving a comfort zone. False beliefs. Misunderstanding and lack of trust. Inertia.

POSSIBLE BENEFITS OF RESISTANCEPOSSIBLE BENEFITS OF RESISTANCE

• Forces management to re-examine its proposals

• Employees act as check-and balance

• Management does not implement change in a haste

• Management can take corrective steps in time

• Information on the intensity of employee emotions

• Provides emotional release to employees

• Understanding of employees develops

Education & Communication Participation & Involvement Facilitation & support Negotiation & Agreement Manipulation & Co-optation Explicit & Implicit coercion

Strategy: The company plan or route-map to maintain competitive advantage

Structure: The company hierarchy Systems: The day-to-day processes and

procedures throughout the company Shared Values: The core values of the

company Style: The company leadership style Staff: The company's employees and their

broad abilities Skills: The skills and competencies of

employees

UnfreezingRecognizing the need for change

Changing Modifying old ways and

introducing new behaviors Refreezing

Making new behaviors permanent

Unfreezing RefreezingChanging

Readiness to change

Implementation

Making it stick

Educate(Everyone

understands)

Inform(what, why, when

& how)

Consult(Seek views &

ideas)

Plan(Objectives,

resources, time – scales, measures

& budgets)

Organize(work Plans)

Appoint(manager,

Leaders, teams)

Praise

Encouragement

Recognition & empathy

Coach

Train

Lead

Manage

Help & Guidance

Regular Feedback

Provide adequate Resources

Set performance

indicators

Monitor & evaluate

performance

Establish system to make it happen

Establish control to check it is happening

Rewards for new behavior

Defrost a hardened status quo: Establish a sense of urgency Create the guiding coalition Develop a vision and strategy Communicate the change vision Introduce new practices: Empower a broad base of people to take action Generate short term wins Consolidate gains and producing even more change Ground the changes in the culture, and making

them stick: Institutionalize new approaches in the corporate

culture