Aba division 4 presentation outside consultants handling of change orders (8 27-13)
Handling Change
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Handling Change
Vijay Shenoy
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Topics
• What is change management?
• Principles of change
• Typical change cycle
• Mistakes in handling change
• Communicating change
• Questions
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What is a change management
Change management is a structured approach to transitioning individuals,teams and organizations from a current state to a desired future state in acontrolled manner by following a pre-defined framework/model.
As humans we are not very good at changing. We see changes asnegative, something that creates instability and insecurity.
Changes are integral part of individual’s professional and personal life.
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Principles of change
• Individuals react differently to changeStability - - - - - - - - - - - - - - - - Change
• Individuals have fundamental needs that have to be met
– The need for control
– The need for inclusion – The need for openness
• Change often involves a loss
• Change brings expectations
• Change brings in insecurities
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Typical reaction cycle to changes
• DenialWhere we fight the change and protect status quo.
• Frustration and angerWhen we realize that we cannot avoid the change and we become insecure because of lackof awareness.
• Negotiation and bargainingWhere we try to save what we can.
• DepressionWhen we realize that none of the old ways can be incorporated into the new.
• AcceptanceWhen we accept the change, and start to mentally prepare ourselves.
• ExperimentationWhere we try to find new ways, and gradually remove the old barriers.
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Typical reaction to change cycle contd..
• Discovery and DelightWhen we realize that the change will improve our future possibilities.
• IntegrationWhere we implement the change.
Loss Curve
Time
F e e l i n g
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Mistakes in handling change
• Not understanding the importance of people. People and notorganizations change. So if the staff does not buy-in to the change thechanges may not succeed.
• Forgetting the human aspect. Not appreciating that people throughout
the organization have different reactions to change.• Being less than candid about the change
• Lack of communication
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Communicating change
• Give people information - be open and honest about the facts, but don'tgive overoptimistic speculation. Meet their need for information but in away that does not set unrealistic expectations.
• For large groups, produce a communication strategy that ensures
information is disseminated efficiently and comprehensively toeveryone. Following this up with individual interviews to help recognizeand deal appropriately with the individual reaction to change.
• Give people time to express their views and support their decisionmaking by providing coaching, counseling or information as appropriate
to help them through the LOSS CURVE
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