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Slide 1 of 13 Management of Change Title: Change Management Introduction Resistance to change Planning Change Managing Change Through IT Inevitability.

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Presentation on theme: "Slide 1 of 13 Management of Change Title: Change Management Introduction Resistance to change Planning Change Managing Change Through IT Inevitability."— Presentation transcript:

1 Slide 1 of 13 Management of Change Title: Change Management Introduction Resistance to change Planning Change Managing Change Through IT Inevitability of Change

2 Slide 2 of 13 Introduction The essence of managing change is to achieve beneficial outcomes for the organisation arising from the external and internal forces (Stewart, 1996),

3 Slide 3 of 13 Classic Reasons People Resist Change Loss of face Loss of control Excess uncertainty Surprise The Difference Effect Can I Do it? Ripple Effect More Work Past Resentments Real threats Competing commitments

4 Slide 4 of 13 It should be borne in mind that there is nothing more dangerous to carry through than initiating changes. The innovator makes enemies of all those who prospered under the old order, and only lukewarm support is forthcoming from those who prosper under the new. Their support is lukewarm partly from fear of their adversaries, who have the existing laws on their side, and partly because men are generally incredulous, mever really trusting new things unless they have tested them by experience. In consequence, whenever those who oppose the changes can do so, they attack vigorously, and the defense made by the others is ineffective. So both the innovator and his friends are endangered together. A. Machiavelli, The Prince, 1513.

5 Slide 5 of 13 8 Elements in the Planning of Change Change Backers & Supporters Symbols, signals &rewards Standards, Measures & feedback Local Participation & innovations Policy And Systems Review Communications Education & Training Guidance, Structure & Process Shared Vision

6 Slide 6 of 13 Managing Change through IT (Lewin-Schein ) UnfreezingChangeRefreezing Motivation for changeWell-defined Objectives Institutional change ImpedimentsCommunicationOvercome lingering resistance to change Plan Stakeholder Management Plan for resistance to change

7 Slide 7 of 13 Unfreezing Motivators –Pain –Real job benefits –Charismatic leader IT as Changer and Changee Positive and negative response to the idea of change

8 Slide 8 of 13 Organisational Change Process Create a Clear Tomorrow Develop a Migration Plan Reinforce The new behaviour Build a Sense of Urgency

9 Slide 9 of 13 Four keys to Implementing Change Leadership plus Facilitation Get the right people involved Team building Secure resources

10 Slide 10 of 13 8 Characteristics of High Performing Teams A clear elevating goal Results-driven structure Competent team members Unified commitment Collaborative climate Standards of excellence External support and recognition Principled leadership As Team Leader, I will

11 Slide 11 of 13 Refreezing Institutionalise the new processes and systems so they become norm Examples of Non-cooperation –People update the official database and yes still maintain their own Excel spreadsheets –Individuals power, status or income is threatened –The Information system is inadequate –Social intertia Managers do not want to change

12 Slide 12 of 13 Overcoming Resistance to Change Resistance is natural and inevitable Resistance is often subtle and hidden Change manager must find the resistance Understand the motivation for resistance

13 Slide 13 of 13 Overcoming Resistance to Change contin… Listen to what people are and are not saying Communicate so people will feel knowledgeable Address concerns Apply 80/20 rule –Put effort into preparing for the change rather than the change itself

14 Slide 14 of 13 Change – an inevitable part of life and work The lessons from who moved my cheese endure –Change happens They keep moving the cheese –Anticipate change Get ready for the cheese to move –Monitor change Smell the cheese often so you know when it is getting old


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