Change Management DEFINATION: “The management of change and development within a business or similar organization

What is change management? To examine Change and the way it impinges on an organization. To manage change effectively. Various ways of recognizing the need for change. Identifying the different types of resistance change will meet. Defining and implementing procedure or technique to deal with changes Structured approach to transitioning individuals, teams and organization to desired future state

Why we use Change Management? Consistent planning for change Consistent planning in case of failure of change Communication with appropriate parties before change occurs Approval received from appropriate parties before change occurs Reduction in incidents and problems caused by unplanned change Time spent on preparation and prevention rather than firefighting and downtime.

Value of Change Management: “Motivational, incentive, and environmental barriers can be reduced by managing change within an organization. The key to implementation is recognizing a need for change and applying appropriate measures to turn the problem into a solvable opportunity.”

Types of change: Reactive Change Planned Change Reactive Change: Reactive change is a piecemeal response to circumstance as they develop. Reactive change occurs hurriedly; the potential for poorly conceived and executive change is increased

Planned Change:  “Planned change is a change that is designed and executed in an orderly and timely manager for the achievement of future objectives”

Principles of change management Change management is critical to our strategy and tactical objectives Change management is incorporated into decision making, program design and project planning across the organization. Change management is a human activity that is aligned with our organization's culture, values and people. Change requires the commitment of executive leadership to succeed . 

Leaders are accountable for change  Leadership will set clear direction for all changes.  Changes have owners.  Leadership drives commitment to change Change is widely communicated to the organization.  Change communications will be clear, comprehensive, candid and timely Change communication is two-way.  Change management is based on standardized processes. 

Organizational change Defination: “organizational change is both the process in which an organization changes its structure, strategies, operational methods, technologies, or organizational culture to affect change within the organization and the effects of these changes on the organization.”

10 Types of Organizational Change: Mission & Strategy Organizational Structure People Culture knowledge Policies & Legal Agreements Processes Technology Products, Marketing & Customer Relationships Integration

Characteristics of effective managers of change Are accepted by others as trustworthy and competent have a big-picture perspective - they understand the long-range strategy for their organization and unit Have a clear, compelling vision of the change they want Can articulate what the change is, why it is necessary, and how it will benefit both employees and the organization Can identify the people who can make the change a reality and determine how to get their support and cooperation Are able to align and engage team members and stakeholders Can motivate others to achieve the change vision

Definition of Planned change: “Any kind of alternation or modification which is done in advance and differently for the improvement of present position into brighter one is called planned change.”

Planned change types:  Change in strategy  Change in product  Change in technology  Change in structure  And change in culture

Technology change: “ A technology changes related to the organization’s production process—how the organization does its work. Technology changes are designed to make the production of a product or service more efficient. Structural change: “A structural change is a change in the way in which the organization is designed and managed. Structural changes involve the hierarchy of authority, goals, structural characteristics, administrative procedures, and management systems.

Cultural/people change A culture \people refers to a change in employees’ values, norms, attitudes, beliefs, and behavior. Changes in culture and people pertain to how employees think; these are changes are in mindset rather than technology, structure, or products.

New products change A product change is a change in the organization’s product or service output. New-product innovations have major implications for an organization

Steps in Planned Change: Recognize the need for change Develop the goals of the change Select a change agent Diagnose the current climate Select an implementation method Develop a plan Implement the plan Follow the plan and evaluate it

Importance of planned change Increased productivity Enhancement of quality Facing completion Technological change Customer satisfaction Expansion of market Satisfaction of owners Development of man power The end

Thank You WWW.AASK24.COM