MANAGING CHANGE-TACTICS

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MANAGING CHANGE : 

MANAGING CHANGE CHANGE IMPLEMENTATION TACTICS GOVERNANCE-PINGO'S FORUM 1

CHANGE IMPLEMENTATION TACTICS : 

CHANGE IMPLEMENTATION TACTICS GOVERNANCE-PINGO'S FORUM 2 COMMUNICATION AND EDUCATION PARTICIPATION NEGOTIATION COERCION TOP MANAGEMENT

COMMUNICATION AND EDUCATION : 

COMMUNICATION AND EDUCATION GOVERNANCE-PINGO'S FORUM 3 Making available information about change to users who may resist change; this point is very important prior to implementing a change Information needed depend on the type of change and the roles of those who will be affected by the change, different people with different roles might need different information and education Prepare the people psychologically, speak to peoples hearts-touch their feeling and minds to accept the change

COMMUNICATION AND EDUCATION : 

COMMUNICATION AND EDUCATION GOVERNANCE-PINGO'S FORUM 4 Emotions are key at persuading and influencing Offer relevant training and educational opportunities for implementers of change Structure training and education programmes to make implementers fit into their former roles in a new way. If roles will change as changes are instituted prior counseling of the affected is paramount if employees are to fit well in new roles.

PARTICIPATION : 

PARTICIPATION GOVERNANCE-PINGO'S FORUM 5 Involve users and potential resisters in designing the change; Ask potential resisters of how best the change can be designed Take their ideas into consideration without affecting the overall goal of the change. Despite it being a time consuming process, it help elimination or reduction of resistance to change by identification and strategizing on how to work on: Problematic areas Iron out different perceptions among employees

NEGOTIATION : 

NEGOTIATION GOVERNANCE-PINGO'S FORUM 6 A formalized means of soliciting for support and cooperation for a change idea Negotiation help to put the change idea into perspectives by creating an environment necessary for striking a mutual agreement Negotiations reduce the impact of intended change Negotiation should be directed at a win-win situation

COERCION : 

COERCION GOVERNANCE-PINGO'S FORUM 7 Use of formal power to institute intended change Employees are victims when coercion is applied for a change to happen Relationship with management will be dented both the affected and the unaffected Change can be sabotaged to prove management wrong Can be useful in a crisis situation; but it is recommended that coercion be used selectively with a lot of caution

TOP MANAGEMENT : 

TOP MANAGEMENT GOVERNANCE-PINGO'S FORUM 8 Provision of management support to overcome resistance to change Reallocation of resources Moral support Motivate Provide a vision

TACTICS FOR OVERCOMING RESISTANCE TO CHANGE : 

TACTICS FOR OVERCOMING RESISTANCE TO CHANGE GOVERNANCE-PINGO'S FORUM 9

PRACTICAL ASSIGNMENT : 

PRACTICAL ASSIGNMENT GOVERNANCE-PINGO'S FORUM 10 Identify a change situation implemented in your organisation; outlining the type of change, how the change was planned and implemented, what tactics were used and why? What other variables were affected but have not been taken into consideration initially, how effective were the tactics and what could have been improved if the change process was to be effective.

Slide 11: 

GOVERNANCE-PINGO'S FORUM 11 THE END