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Mengelola Proses Perubahan secara Efektif

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

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

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

4 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

5 Five Activities Contributing to Effective Change Management

6 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

7 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

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

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

10 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

11 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

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

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

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

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

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

17 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?

18 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?

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

20 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

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

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

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