Change Management and
Organizational Growth
The Critical Issues
www.learning4living.biz

Change Management and
Organizational Growth
Two Sides of the same coin
www.learning4living.biz

Overview
 Background
 Why change?
 Levels of change
 Definition of Change management
 Greiner’s Model of Organizational Growth
 Porter’s Five Forces of Competition
 The Critical issues
 Conclusion
www.learning4living.biz

Background
 Companies are like living organisms – they
have a natural tendency to want to grow.
 The process leading to change
management usually begins when a person
or a select few begins to feel that there is
the need for the company to transit to a
better place.
www.learning4living.biz

Why Change?
 Because we sense the need to grow –virgin
Nigeria
 Because we have found something better
than where we are now - Abuja
 We don’t even have a choice, we would
either change or die - Nokia
www.learning4living.biz

Levels of Change
 Change can be either incremental or fundamental depending on what
type of change you are executing at any one time – seven levels are
easily identifiable
 LEVEL 1: EFFECTIVENESS - DOING THE RIGHT THINGS
 LEVEL 2: EFFICIENCY - DOING THINGS RIGHT
 LEVEL 3: IMPROVING - DOING THINGS BETTER
 LEVEL 4: CUTTING - DOING AWAY WITH THINGS
 LEVEL 5: COPYING - DOING THINGS OTHER PEOPLE ARE DOING
 LEVEL 6: DIFFERENT - DOING THINGS NO ONE ELSE IS DOING
 LEVEL 7: IMPOSSIBLE - DOING THINGS THAT CAN'T BE DONE
www.learning4living.biz

Definition of Change Management
 Change management is a structured approach to
shifting/transitioning individuals, teams, and organizations
from a current state to a desired future state. It is an
organizational process aimed at empowering employees to
accept and embrace changes in their current business
environment
http://en.wikipedia.org/wiki/Change_management
 The orchestration of change in a way that identifies and
addresses the human risks involved in implementing
change, strengthening the individual and organizational
ability to handle change well. This increases the chances
that the change will be put successfully into practice. http://
changethinking.net/change-thinking-glossary
www.learning4living.biz

Greiner’s Model of Organizational
Growth
www.learning4living.biz

Porter’s Five Forces
www.learning4living.biz

The critical issues – adapted from
the works of John P. Kotter
 Establish a Sense of Urgency
 Form a Powerful Guiding Coalition
 Create a Vision
 Communicate that Vision
 Empower Others to Act on the Vision
 Plan for and Create Short-Term Wins
 Consolidate Improvements and Keep the
Momentum for Change Moving
 Institutionalize the New Approaches
www.learning4living.biz

Conclusion
 Change process goes through a series of phases
 Critical mistakes in any of the phases can have
devastating impacts
 A fewer errors can spell the difference between
success and failure.
 Einstein pointed out that "The significant problems
we face today cannot be solved at the same level
we were at when we created them." To get
different results -- change -- we must do things
differently
www.learning4living.biz

THANK YOU
www.learning4living.biz