1. LEADING & MANAGING CHANGE
Initiating & Implementing Change

2. Objectives
• By the end of this session You will be able to
• List steps of leading change
• Identify leads for future

3. Leading and Guiding Change
• It requires taking into account
– individuals and organisations
– need to go through grieving including endings and
beginnings
• Leaders of change must
– build vision
– define new rules and scripts
– model the way
– channel their positive energy into the process

4. Communicate About the Change
• Combine communication approaches
• Use appropriate mode of communication
• Avoid complex and vague language

5. Modelling the Change
• Leaders go first
• Ideally, think and evaluate your actions
• Be comfortable receiving direct and
constructive feedback

6. Involve Others in the Change
• Everyone contributes to the change
• Provide others with varied opportunities to
shape the change
• Handle resistance effectively

7. Help Others Break from the Past
• Encourage others to approach the future
with a clean mental slate
• Make others understand that a bright
future is not an extension of the present
• Encourage others to ask ‘why not?’

8. 8 Steps of Leading Change
1. Establish a Sense of Urgency
• Examine market & competitive realities
• Identify & discuss crises, potential crises or
major opportunities
2. Form a Powerful Guiding Coalition
• Form a team with enough power to lead the
change effort

9. 8 Steps of Leading Change
3. Create a Vision
• Develop strategies for achieving the vision
4. Communicate the Vision
• Teach new behaviour by the example of
guiding coalition
5. Empower Others to Act on the Vision
• Get rid of the obstacles
• Change systems or structures undermining
the vision

10. 8 Steps of Leading Change
6. Plan for & Create Short-Term Wins
• Plan for visible performance improvements
• Create those improvements
• Recognize & Reward employees involved in
improvements
7. Consolidate Improvements & Produce still
more change

11. 8 Steps of Leading Change
8. Institutionalize new Approaches
• Articulate the connections between the new
behaviours and corporate success
• Develop means to ensure leadership
development & succession

12. SWOT Analysis
Strengths & Weaknesses
Internal
• Experience
• Resources
• Originality
• Customer Service
• Efficiency
• Competitive Advantages
• Infrastructure
• Quality

13. Threats & Opportunities
External
• Business Alliances
• New Products and/or Services
• Increasing Market Saturation
• Targeting a New Market Segment
• Regulations

14. Leading & Managing Change
Road Map

15. Objectives
By the end of this session you will be able to
• Set & Implement goals to lead & manage
change

16. Change Management Cycle
Day--to--Day
Communicatio
ns
Step1: Setting Goals
and Communicating
Expectations
Step2:
Planning
Step3: Monitoring
Progress and
Evaluating
Performance
Step4:
Reviewing &
Recognising
performance

17. Setting Goals involves
S.W.O.T. analysis
• Strengths and Weaknesses are “Internal” &
“Present”
• Threats and Opportunities are “External”
• “Future”
S.M.A.R.T. Goals
• Specific, Measurable, Attainable, Realistic,
• Time Bound

18. Planning involves
• Identifying Critical Success Factor
• Deciding Key Initiatives
• Measures (Performance Indicators)
• Delegating Responsibilities (Review touch
• point)
• Setting Deadlines (Review date)
• Action Plans

19. Monitoring and evaluating
involves
• Measure performance indicators
• Align plans

20. Reviewing involves
• Identification of barriers to performance
• Feedback on performance
• Performance gap analysis
Here it is important to stick to observations and not inferences

21. Leading Change- Strategy Matrix
Vision:
Critical Success
Factors
Key
Initiative 1
Key
Initiative 2
Key
Initiative 3
Performa
nce
Indicato
rs
CSF 1
CSF 2
CSF 3
Responsibility &
Deadline

22. Personal Action Plan
To Do List