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

2. 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

3. 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.

4. 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.”

5. 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

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

7. 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 . 

8. 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. 

9. 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. 10 Types of Organizational Change:
Mission & Strategy
Organizational Structure
People
Culture
knowledge
Policies & Legal Agreements
Processes
Technology
Products, Marketing & Customer Relationships
Integration

11. 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

12. 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.”

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

14. 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.

15. 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.

16. 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

17. 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

18. 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

19. Thank You