logging in or signing up Change mgt Naina.garg Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINT lite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: (To copy code, click on the text box) Embed: URL: Thumbnail: WordPress Embed Customize Embed The presentation is successfully added In Your Favorites. Views: 467 Category: Education License: All Rights Reserved Like it (2) Dislike it (0) Added: January 03, 2011 This Presentation is Public Favorites: 1 Presentation Description No description available. Comments Posting comment... By: salman45 (10 month(s) ago) i would appreciate, if you could send me this presentation on ppt format on salman_ali45@hotmail.com Saving..... Post Reply Close Saving..... Edit Comment Close By: PauSianLian (11 month(s) ago) It's great. Can I have a copy slian.p@gmail.com? Saving..... Post Reply Close Saving..... Edit Comment Close By: hrbala (16 month(s) ago) Hi Nayna, It is a presentation with attention to detail.Request to send the PPT to rakeshbalakrish@yahoo.com Appreciate your efforts. regards, Bala Saving..... Post Reply Close Saving..... Edit Comment Close Premium member Presentation Transcript Slide 1: CHANGE MANAGEMENT Presented by Nayna Garg 1/3/2011 1Slide 2: AGENDA What is Change management? Understanding change Factors causing change Organizing for change Types of changes Change management techniques Basic principles of change management 1/3/2011 2Slide 3: CHANGE AND CHANGE MANAGEMENT Adoption of a new idea or behavior by an organization. Organizations need to continuously adapt to new situations if they are to survive and prosper. Constant change keeps organizations agile. An indicative of “learning” organizations. 1/3/2011 3Slide 4: WHY IS CHANGE SO IMPORTANT? Time compression : information and communication. Interdependence: one economic world. Technology advances : shorter product cycles. Turbulence: political and social. 1/3/2011 4Slide 5: CHANGE ORGANIZATIONAL CHANGE WORK CHANGE Change in employees Introduction of new products or services Changes in organizational goals or objectives Machinery Working hours Method of work Job enlargement/ enrichment Job-redesign/re-engineering UNDERSTANDING CHANGE 1/3/2011 5Slide 6: 1/3/2011 6Slide 7: Forces For Change Shifting Demographics Technology Economic Shocks Competition Globalization World Politics 1/3/2011 7Slide 8: Purpose shared vision/ values/goals Strategy Structure Workforce Leadership Culture Organization systems Ongoing processes Doing the right things How you achieve your goals Underlying assumptions that drive behavior Who is responsible for what Capacity and capabilities of the people who do the work ORGANIZING FOR CHANGE… 1/3/2011 8Slide 9: Types of Changes: 1) Planned 2) Accidental Organizational Change Planned Changes Changes in products and services Changes in administrative systems Changes in organizational size or structure Introduction of new technologies Advances in information processing and communication Accidental Changes Changing employee demographics Performance gaps Governmental regulations Economic competition in the global arena 1/3/2011 9Slide 10: CHANGE MANAGEMENT TECHNIQUES Kurt Lewin’s Three-stage Process Prosci’s ADKAR model John P Kotter's ‘Eight steps to successful change‘ 1/3/2011 10Slide 11: Lewin’s three step change process . Unfreezing Changing Refreezing Current State Transition State Future State 1/3/2011 11Slide 12: Lewin’s Three-Step Process Lewin’s Three-Step Process The first step, “ unfreeze ” involves the process of letting go of certain restricting attitudes during the initial stages of an outdoor education experience. The second step, " change " involves alteration of self-conceptions and ways of thinking during the experience. The third step, " refreeze " involves solidifying or crystallizing the changes into a new, permanent form for the individual. 1/3/2011 12Slide 13: PROSCI’S ADKAR MODEL A wareness of the need for change. D esire to support and participate in the change. K nowledge about how to change. A bility to implement the change. R einforcement to sustain the change. 1/3/2011 13Slide 14: MAPPING ADKAR Linking ADKAR profile to different channels in organization Communications Sponsor Roadmap Supervisory Coaching Training Readiness Mgmt Awareness Desire Knowledge Ability Reinforcement Awareness Desire Knowledge Ability Reinforcement 1/3/2011 14Slide 15: 1/3/2011 15 John P Kotter's ‘Eight steps to successful change‘ Increase urgency Build the guiding team Get the vision right Communicate for buy-in Empower action Create short-term wins Don't let up Make change stickSlide 16: 1/3/2011 16 BASIC PRINCIPLES FOR CHANGE MANAGEMENT Thoughtful planning and sensitive implementation. Change must be realistic, achievable and measurable. Consultation with, and involvement of, the people affected by the change. Face-to-face communication. Treat people with humanity and respect and they will reciprocate. Change must involve the people - change must not be imposed upon the people.Slide 17: 1/3/2011 17 Provide as much information as possible, to as many employee as possible. Align all organizational systems to support needed changes.Slide 18: 1/3/2011 18 If You Do Not Change, You Can Become Extinct CONCLUSION You do not have the permission to view this presentation. In order to view it, please contact the author of the presentation.
Change mgt Naina.garg Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINT lite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: (To copy code, click on the text box) Embed: URL: Thumbnail: WordPress Embed Customize Embed The presentation is successfully added In Your Favorites. Views: 467 Category: Education License: All Rights Reserved Like it (2) Dislike it (0) Added: January 03, 2011 This Presentation is Public Favorites: 1 Presentation Description No description available. Comments Posting comment... By: salman45 (10 month(s) ago) i would appreciate, if you could send me this presentation on ppt format on salman_ali45@hotmail.com Saving..... Post Reply Close Saving..... Edit Comment Close By: PauSianLian (11 month(s) ago) It's great. Can I have a copy slian.p@gmail.com? Saving..... Post Reply Close Saving..... Edit Comment Close By: hrbala (16 month(s) ago) Hi Nayna, It is a presentation with attention to detail.Request to send the PPT to rakeshbalakrish@yahoo.com Appreciate your efforts. regards, Bala Saving..... Post Reply Close Saving..... Edit Comment Close Premium member Presentation Transcript Slide 1: CHANGE MANAGEMENT Presented by Nayna Garg 1/3/2011 1Slide 2: AGENDA What is Change management? Understanding change Factors causing change Organizing for change Types of changes Change management techniques Basic principles of change management 1/3/2011 2Slide 3: CHANGE AND CHANGE MANAGEMENT Adoption of a new idea or behavior by an organization. Organizations need to continuously adapt to new situations if they are to survive and prosper. Constant change keeps organizations agile. An indicative of “learning” organizations. 1/3/2011 3Slide 4: WHY IS CHANGE SO IMPORTANT? Time compression : information and communication. Interdependence: one economic world. Technology advances : shorter product cycles. Turbulence: political and social. 1/3/2011 4Slide 5: CHANGE ORGANIZATIONAL CHANGE WORK CHANGE Change in employees Introduction of new products or services Changes in organizational goals or objectives Machinery Working hours Method of work Job enlargement/ enrichment Job-redesign/re-engineering UNDERSTANDING CHANGE 1/3/2011 5Slide 6: 1/3/2011 6Slide 7: Forces For Change Shifting Demographics Technology Economic Shocks Competition Globalization World Politics 1/3/2011 7Slide 8: Purpose shared vision/ values/goals Strategy Structure Workforce Leadership Culture Organization systems Ongoing processes Doing the right things How you achieve your goals Underlying assumptions that drive behavior Who is responsible for what Capacity and capabilities of the people who do the work ORGANIZING FOR CHANGE… 1/3/2011 8Slide 9: Types of Changes: 1) Planned 2) Accidental Organizational Change Planned Changes Changes in products and services Changes in administrative systems Changes in organizational size or structure Introduction of new technologies Advances in information processing and communication Accidental Changes Changing employee demographics Performance gaps Governmental regulations Economic competition in the global arena 1/3/2011 9Slide 10: CHANGE MANAGEMENT TECHNIQUES Kurt Lewin’s Three-stage Process Prosci’s ADKAR model John P Kotter's ‘Eight steps to successful change‘ 1/3/2011 10Slide 11: Lewin’s three step change process . Unfreezing Changing Refreezing Current State Transition State Future State 1/3/2011 11Slide 12: Lewin’s Three-Step Process Lewin’s Three-Step Process The first step, “ unfreeze ” involves the process of letting go of certain restricting attitudes during the initial stages of an outdoor education experience. The second step, " change " involves alteration of self-conceptions and ways of thinking during the experience. The third step, " refreeze " involves solidifying or crystallizing the changes into a new, permanent form for the individual. 1/3/2011 12Slide 13: PROSCI’S ADKAR MODEL A wareness of the need for change. D esire to support and participate in the change. K nowledge about how to change. A bility to implement the change. R einforcement to sustain the change. 1/3/2011 13Slide 14: MAPPING ADKAR Linking ADKAR profile to different channels in organization Communications Sponsor Roadmap Supervisory Coaching Training Readiness Mgmt Awareness Desire Knowledge Ability Reinforcement Awareness Desire Knowledge Ability Reinforcement 1/3/2011 14Slide 15: 1/3/2011 15 John P Kotter's ‘Eight steps to successful change‘ Increase urgency Build the guiding team Get the vision right Communicate for buy-in Empower action Create short-term wins Don't let up Make change stickSlide 16: 1/3/2011 16 BASIC PRINCIPLES FOR CHANGE MANAGEMENT Thoughtful planning and sensitive implementation. Change must be realistic, achievable and measurable. Consultation with, and involvement of, the people affected by the change. Face-to-face communication. Treat people with humanity and respect and they will reciprocate. Change must involve the people - change must not be imposed upon the people.Slide 17: 1/3/2011 17 Provide as much information as possible, to as many employee as possible. Align all organizational systems to support needed changes.Slide 18: 1/3/2011 18 If You Do Not Change, You Can Become Extinct CONCLUSION