Talking Points and Agenda:
Why change management is important?
Brief about the book "who moved my cheese"
The Change Curve
Emotional intelligence and people reacting to change
Guidelines on how to adopt to change
How to tackle negative resistance
Examples of change management methodologies
Lewin's Model
Beckhard and Harris
9. What do you think happened?
Resistance
It’s a human condition
Hard to change norms and habits
People fear change and leaving their comfort zones
Resistance can be your friend
10. Reasons why people resist change in the workplace
1. Loss of Job
2. Bad Communication Strategy
3. Shock and Fear of the Unknown
4. Loss of Control
5. Lack of Competence
6. Poor Timing
7. Lack of Reward
8. Office Politics
9. Loss of Support System
10. Former Change Experience
11. Change management is a structured approach for ensuring that changes are
thoroughly and smoothly implemented, and that the lasting benefits of change
are achieved.
Definition
The focus is on the wider impacts of change, particularly on people and how they,
as individuals and teams, move from the current situation to the new one.
Types of change include:
• Process change
• Organizational restructure / Join merge
• Culture change
• Facilities / location change
• IT / System implementation
• Management change
15. Denial
• How good things were in the past
• It can't happen here
• Refusing to hear new information
• Fear of leaving comfort zone
• Numbness
Resistance
• Anger
• Stubbornness
• Blaming others
• Complaining
• Getting sick or lost
• Doubting ability
Signs of each phase
16. Exploration
• What's going to happen
• Seeing possibilities
• Chaos / Unfocused work
• Indecisiveness
• Positive energy
• exploring alternatives
Commitment
• Where I am headed
• Focus
• Teamwork
• Vision
• Cooperation
• Balance
Signs of each phase
17. Guidelines
• Why do I feel like this
• Anger management
• Less reactivity
• Where to focus my energy
• Enhance self awareness
• Notice automatic thoughts
• Reach out for help
• Be solution focused
• Be open and flexible
• Accept that some things
are out of your control
18. How to tackle negative resistance?
Think strategically and make your message clear
Listen – Feedback channel
Build engagement - Committees
Communicate – communicate – communicate
Training for everyone
Measure results and celebrate success
22. Lewin's Change Management Model
Stage Specific activity
Unfreeze
1. Determine what needs to change
2. Ensure there is strong support from
upper management
3. Create the need for change
4. Manage and understand the doubts
and concerns
Change
1. Communicate often
2. Dispel rumors
3. Empower action
4. Involve people in the process
Refreeze
1. Anchor the changes into the culture
2. Develop ways to sustain the change
3. Provide support and training
4. Celebrate success!
23. Beckhard and Harris' Change Equation
Dissatisfaction Desirability Practicality Resistance to Change
24. Change management should typically cover:
1.Sponsorship: Ensuring there is active sponsorship for the
change at a senior executive level within the organization, and
engaging this sponsorship to achieve the desired results.
2.Buy-in: Gaining buy-in for the changes from those involved
and affected, directly or indirectly.
3.Involvement: Involving the right people in the design and
implementation of changes, to make sure the right changes are
made.
4.Impact: Assessing and addressing how the changes will affect
people.
5.Communication: Telling everyone who's affected about the
changes.
6.Readiness: Getting people ready to adapt to the changes, by
ensuring they have the right information, training and help.
7.Measure results: Celebrate success.