1. Managing Change People change what they do
less because they are given analysis that shifts their thinking
than because they are shown a truth that influences their feelings
Kotter (2002)

2. What is Change? Change is a journey - not an event
It is no longer a choice
Individual and organisational change
Poorly managed – it is confusing at best – counter-productive at worst
It carries anxiety and chaos
People strive to maintain their equilibrium or status quo.

3. Imposed Change
Imposed Change
Resistance to change. Degree of acceptance/commitment unpredictable
Reactive and unpredictable behaviour.
Anxiety, uncertainty.
No learning

4. Planned Change Planned Change Less resistance to change.
Degree of acceptance/commitment more predictable.
Anxieties surfaced early
Proactive and predictable behaviour
Less anxiety, More certainty
Increase learning

5. Force Field Analysis Driving Forces Restraining Forces Equilibrium
(Current Situation)

6. Organisational Change
Unfreezing
Change
Refreezing
Kurt Lewin

7. Unfreeze-Change-Refreeze
Disequilibrium
Unfreezing
Softening of Procedures
Equilibrium restored by:
Sticking to old ideas and behaviour
Exploring new ideas
Changing
Looking at alternative behaviours
Consolidation of ideas and behaviour which return to the old equilibrium
Consolidation of new ideas and behaviour reaching new equilibrium
Refreezing

8. Why Change Fails Organisations fail to rise to the challenge it brings
Misunderstanding of what change is
Lack of planning and preparation
No real vision
Goals are set, but too far in the future
The quick-fix option

9. Why Change Fails Poor communication The legacy of previous change
“The way we do things around here”
Fear of failure
Employee resistance
No incentive to change
Ill-prepared employees

10. The Change Challenge
Be clear on vision and what kind of change is required
Plan, plan, plan (and implement)
Pre-empt resistance
Set milestones/short-term objectives
Involve and prepare employees
Get ‘all hands on deck’

11. The Change Challenge Provide incentives
Avoid complacency – create champions or advocates and even recruit the cynics
Create momentum – take action
Allow for setbacks
Communicate
Celebrate success.
Machiavelli