1. Leading and Managing Change By Dhruv Patel Isidro Gonzalez Briana Novak

2. Background A series of articles by Christopher G. Worley, PhD. Pepperdine University- Graziadio School of Business and Management Graziadio Business Report Address a number of practical, powerful, but often ignored principles in managing change.

3. Overview What does it mean to manage and lead organizational change Six things to be aware of when leading change Do no harm All change involves personal choice The relationship between change and performance is not instantaneous Connect change to business strategy Involvement breeds commitment Any good change effort results in increased capacity to face change in the future

4. Managing and Leading Change Managing change has become the “Silver Bullet” Strategy Process People Culture What Needs Managing Demographic Trends Technology Trends Globalization Staying Competitive Against

5. Managing and Leading Change Managing change in continuous and ongoing Needs careful alignment between an organizations: Strategy Structure Process Not many people will argue against this Fewer will say their organization does a good job managing it

6. Managing and Leading Change Being proactive rather than reactive Pitfalls of change Often people fall for “trendy fads designed for quick fixes” A decrease awareness of what has worked in the past

7. Do No Harm When issuing change, take holistic approach. How is this change going to impact the whole system? What are the human implications? Be Positive Harsh judgment can send inappropriate signal to employees Often Managers forget about the whole system or only change one facet of the business. Poor implementation can hurt peoples’ attitude toward future change Change will be unsupported, unsuccessful, and damaging. Can drag down momentum of other systems and processes

8. All change involve personal choice Managers main vision is the new organization change Off-site meetings arguing for a new change Communicate and formulate a memoranda Organization change frequently is resisted instead supported Involve a variety departments and employees Creativity help to inspire your team for the new organization change

9. The Relationship Between Change and Performance No such thing as instantaneous transformation Expecting this often creates cynical attitudes among employees Change involves 2 things Time Opportunity to learn Remember learning is often ineffective So don’t expect performance improvement instantaneously Give It Time

10. The Relationship Between Change and Performance Good Example Football Teams Practice 6 Days a Week For 1 Day of Performance Expected to perform every minute of every day Organizations Where is the opportunity to practice the new behavior ever minute of every day? “employees, given good guidance still need to be able to mess up”

11. Connect change to business Strategy Change should only be pursued with a clear Goal. People value consistency Frequent change without clear goals lowers employee morale and increases cynicism. Have consistent communication Show employees connection between personal effort and the ultimate business goal. Routinely changing structure or having poor communication creates problems Example: Microsoft –Change every 6 months –Employees only commit to short term results –Ongoing problems remain, commitment is weak “let’s just try it” –Little explanation –Upset employees

12. Involvement breeds commitment Documented and understand the main idea of the change “But it takes too long” Managers has to control the speed of the commitment Managers learn with the change Example: American Healthways CEO realized an analysis of the current organization structure CEO recommend an alternatives Involve employees in the analysis

13. Implementing changes to utilize benefits in the future Implement changes in a way that allows an organization to be more cable of change in the future Bad Example (ERP) Each member should have a better understanding of the process Share in the learning so each member is able to better implement the changes on their own

14. Conclusion “Organizational change is a strategic imperative in today’s global and fast paced environment” Remember: Do no harm All change involves personal choice The relationship between change and performance is not instantaneous Connect change to business strategy Involvement breeds commitment Any good change effort results in increased capacity to face change in the future These are the sound principles that shouldn’t be forgotten in the haste of making progress.

15. Source http://gbr.pepperdine.edu/052/change.html