change management PPT

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Change management Presentation

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T&P BFGI FAMILY BATHINDA INDIA CHANGE THE WORLD PUNJAB

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What is CHANGE??????

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Is it a fact of life to be welcomed - or something that occurs from time to time and disturbs our equanimity and is to be resisted?

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WHY Change ?????

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Do we sense Change????

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RESISTANCE to Change????

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Fear of failure, of unknown & that new way may not be better Creatures of habit No obvious need Concern about support system Closed minded Unwillingness to learn

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KILL the FEAR BE ALERT ANTICIPATE Change in good times LOOK at OPPORTUNITIES NO Chains of routines FEAR is NATURAL ACCOMPANY Good PEOPLE SUCCEEDING Is BEYOND surviving

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How to inculcate Change among team???

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Vision is fundamental for any transformation, any change. With a clear vision, the direction to move forward will always be known Create a motivating vision of the future Take every opportunity to convince others for the change

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EDUCATE Educate the employees about The need for change Adopting change is effective than staying where they are or resisting. Educate them by the ways they prefer not how you prefer to accept the change

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TOTAL SYSTEM PLANNING Involve inter-dependent employees from all areas who can make serious decisions Allow them to identify things which needed change. Make employees to focus on the current inescapable issues which force them to contemplate change. Make them feel a part of the change.

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Breaking down to smaller pieces

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Be clear about the proposed change. Break down the change into distinct smaller set of activities. When one set of activities is completed, integrate it with previous steps and make the change homogeneous up to that stage, before starting the next set of activities.

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Set Goals

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Goal setting by itself is introducing a change for the organization and employees Consistent with the organizational goal, prepare a set of goals (in other words ‘change’) to be achieved for each employee. Make him focussed on one goal at a time before making him move on to his next goal.

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Involve PEOPLE

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Involve employees in the change. If the change succeeds, they succeed. Let them become the change and the change becomes them Invite them to participate in discussions; assign them tasks to do that are associated with the change. Make employees the owners of the change. As owners, they will attach high value to it

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Set the ball in Motion

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Identify employees who can stand up to be counted rather than hide behind the group. Make them lead the change. Make the employees believe that they can succeed, and their efforts will take them to the goal.

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Start with EASIEST

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Half the ‘change’ is done when you make a beginning Make the first steps of change to be the easiest and let the employees do the most obvious thing. Make remaining steps relatively easy.

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Train/Re-educate When you complete one change, assess where the employees are at the moment and how to make them competent for the next change. Check skills and knowledge they need in new situation Pick and choose those employees who have motivation, aptitude and ability to learn

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After the changes Pause to make sure the whole system is still working, like before. Tie loose ends if any, and ensure the integrity of the whole system is intact before introducing the next change Use the pause-period to prepare the employees ready for next change Wait & Stabilize

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Ensure NO LOOKING BACK

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Institutionalize and standardise the change. Make it a part of the system or standards which employees follow. System is not optional in any organization. Employees have to follow it. If they do not follow, they can be taken to task. Once standardised, review periodically that there is no deviation or slippage. Build it into system

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Offer immediate REWARDS

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Make incremental Change

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Push them out of Comfort Zone In their 'comfort zone', employees do not feel need for change. Make the employees understand that their comfort zone has become unsafe now. Create instability and make them realize the need for immediate change Announce the change; assure employees that their safety security and growth would be improved with the change

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Expose/Create Crisis

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Tell what to do & not how

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COMMAND Command a change when urgency is required and there is no time for other methods employees take a change casually employees are not convinced about a change which for good immediately after the employees are thrown out of comfort zone and they have no time to complain

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Isolate the non-aligning/ RESTRUCTURE

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Sugarcoat the CHANGE

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"Change is the Only thing that will Never change. So better adapt to it." "Change is Universal. Change is Permanent.. Be ever willing to Change... For, change alone leads you to Success and happiness!!!" "If one desires a change, one must be that change before that change can take place"

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Inderpreet, T&P, BFGI

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