Mengelola Proses Perubahan secara Efektif Change Management Mengelola Proses Perubahan secara Efektif

Anda bisa mendownload file presentasi ini di: www.strategimanajemen.net Composed by : Yodhia Antariksa Silakan berkunjung ke www.strategimanajemen.net, sebuah blog tentang management skills, human capital dan business strategy

Contents Five Activities Contributing to Effective Change Management Motivating Change Creating Vision of Change Developing Political Support Managing the Transition Sustaining Momentum

Rate of Change “When the rate of change outside exceeds the rate of change inside, the end is in sight” Jack Welch No longer a question of WHETHER changes are needed anymore, but whether they can keep pace with the need and leapfrog our competitors they’d better not be in the same business 5-10 years from now that they’re in today. they’d also better be the first, not the last, to know why, and the first to know what to do about it. Present organization is a good predictor of what will PREVENT you from developing the kind of organization you need -- Like all creatures, it has a vested interest in continuing to exist. In approaching change -- the model of unfreeze, transition, then refreeze worked well for many years -- and was okay for singular changes. Today’s and tomorrow’s challenges require a much more dynamic, and constant approach. 2 2

Five Activities Contributing to Effective Change Management

2. Creating Vision of Change 3. Developing Political Support Five Activities Contributing to Effective Change Management Motivating Change 2. Creating Vision of Change Effective Change Management 3. Developing Political Support 4. Managing the Transition of Change 5. Sustaining Momentum

Motivating Change Sensitize organizations to pressure for change Reveal discrepancies between current and desired states Motivating change and creating readiness for change Convey credible positive expectations for the change

Force Field Analysis Model Restraining Forces for Change Current Situation Driving Forces for Change

Change Force Field Analysis Model Strengthening or adding driving forces Removing or reducing restraining forces Change Changing the direction of some of the forces

Group Exercise Take this opportunity to think of a situation in your organization where Force Field Model could be demonstrated. Begin by identifying a change being instituted in your organization. List the driving forces List the restraining forces

Barriers to Change Resistance to Change 20% 40% 60% 80% 100% Resistance to Change Limitations of Existing Systems Lack of Executive Commitment Lack of Executive Champion Unrealistic Expectations Lack of Cross-Functional Team Inadequate Team and User Skills Technology Users Not Involved Project Charter Too Narrow Source: Information Week, June 20, 1994

Individual Resistance Habit Economic Factors Job Security Individual Resistance Fear of the Unknown Selective Information Processing

Organizational Resistance Threat to Established Power Relationship Threat to Established Resource Allocations Structural Inertia Organizational Resistance Limited Focus of Change Group Inertia

Overcoming Resistance to Change Education and Communication Negotiation Overcoming Resistance to Change Participation and Involvement Manipulation and Cooptation Facilitation and Support Coercion

Bold and Valued Outcomes 2. Creating Vision of Change Bold and Valued Outcomes Constructing the Envisioned Future Desired Future State

3. Developing Political Support Assessing Change Agent Power Developing Political Support Identifying Key Stakeholders Influencing Stakeholders

Influencing Key Stakeholders Information / understanding? Involvement and ownership? Changes in planned actions? Direction from more senior managers? Evidence of the success of the change? What would make them more supportive of the change?

Influencing Key Stakeholders Personal threat ? Non-involvement in decisions ? Personal rivalries ? Insufficient evidence in ‘trial period’ (defined by them) ? What would make them less supportive of the change?

Change Management Team 4. Managing the Transition Current State Desired Future State Transition State Activity Planning Change Management Team

5. Sustaining Momentum Sustaining Momentum Providing Resource for Change Building a Support System for Change Agents Sustaining Momentum Developing New Competencies and Skills Reinforcing New Behaviors Staying the Course

Recommended Further Readings: Thomas Cummings and Christopher Worley, Organization Development and Change, South Western College Publishing Lynn Fossum, Understanding Organizational Change, Crisp Learning Publication

Jika Anda menyukai presentasi ini, silakan berkunjung ke www Jika Anda menyukai presentasi ini, silakan berkunjung ke www.strategimanajemen.net secara reguler untuk memperoleh ide-ide segar tentang manajemen dan strategi bisnis. Jika Anda ingin menggunakan slide ini, mohon sebutkan sumbernya, yakni : www.strategimanajemen.net www.strategimanajemen.net The Right Destination for Smart People