CHANGE MANAGEMENT

AND
MANAGERIAL EXCELLENCE
 CHANGE MANAGEMENT
WHY?
• To Live
• To Lead
• To Succeed
• To Sustain the Success

AND

Move from GOOD to GREAT performance

 LIFE SPAN
An effort made to estimate the Life-Time spent by a person in his 65 years of
life:

Spent in Bed – 26 years

Spent in Office – 20 years

Spent in Eating – 6 years

Spent in waiting for tardy people – 6 years

Spent in Anger – 6 years

Spent in Shaving, Laughing, Scolding, etc., – 1 year

Time Spent in Planning for Life Goals – 0

Total = 65 years

Social Invasion of workplace

Long – Arm – of the Job
 WHAT
IS
“ CHANGE “ ?
 Managing Change

Who
is
your
Permanent Life Partner
 Your
Permanent Life Partner

is
CHANGE
Managing Change

• CHANGE IS Constant
Continuous
Imminant
Inevitable

• ‘FROM – TO’ is Change

• “It is NOT the strongest of the

species that SURVIVE, nor the
most intelligent but the most
RESPONSIVE TO CHANGE
CHARLES DARWIN
 CHANGE MEANS

C – Challenges = competencies – Culture – Creativity – Colour – (ITC, GE ) (NTPC, ONGC)

H – Happenings = Turbulence – Status Quo – Using / Abusing ( IMB, LADEN)

A – Achievements = Adjustments – Adaptations – Acquisitions.

N – New Horizons = IT- Health Servies- Robotics – Art. Intel

G – Goals upheaval= Males to Kitchens – Females to Ramps

E – Energising = Entrepreneural skills intrapre neural skills
 MANAGING CHANGE
AND
ORGANISATION CULTURE
 WHAT

IS

ORGANISATION CULTURE?
 ORGANISATION CULTURE
MEANS

• Shared values, beliefs, assumptions

• Conduct of people in the organization
• Colour of policies and practices
• Flavour of leadership
• Fragrance of decisions

------------------------Complexion of the organization ------------------------

 MODELS OF ORGANISATION
CULTURE
• VALUES – BASED culture (Wal-Mart Enron)
• PARTICIPATIVE culture (Partners in progress-empowerment
Teams)
• INNOVATIVE CULTURE (Idea labs –Think Tanks goolges)
• Performance Culture (differentiating Culture – Vitality Curve –
GE – Power of Patting)
• Dream Culture (Toyota – Reliance)
• Learning Culture (Resonating Stories
• Execution Culture (Execute without Excuses)
• Vulture Culture(Integrity at Stake) (Bureaucratic offices in India)
• Octapace Culture (Openness, confrontation, trust, authenticity,
proactive, autonomy, collaboration, experimentation)
 CULTURE BUILDING - MANAGERS ROLE

• Lead by Learning - Learning - Learning

• Adopt BEST PRACTICES - Create NEXT

PRACTICES.
• Innovate and Infiltrate
• Win the Hearts - Minds will work
• Handle change - Fondle Ideas.
• Execute without Excuses.
• Good performance to GREAT PERFORMANCE.
 COMMUNICATION
&
MANAGING CHANGE
 PACE - DON’T RACE
Initiate Friendly Communication
“Do not walk in front of me, I may not follow
Do not walk behind me, I may not lead.
Walk beside me and be my friend.
“Albert Camms”

A colleague who keeps work pending, we tend to label him

as procrastinating.
We have to pace and understand.

Technique : EMPATHY

UNDERSTAND AND FACE

 RAPPORT AND LIKING
• Like me - Like you
People like people who are like them
Develop the capability of “Being liked”

Like a chameleon that changes colour to blend with

environment …..

Rapport is gateway to communication.

Technique: Appreciation (don’t have to agree – but

appreciate what people are saying )

FLEXIBILITY & ADAPTABILITY

(Not Adoptability)
 SAYING WITHOUT SAYING
• How you say counts
More than
what you say
Energy & Rhythm
Music in words/voice
use good words & great words
Like – Relish
Loving – Passionate
Beautiful – Gorgeous
Nice – Fantastic
Okay – Perfect
Serious – Explosive

‘ECHO’ PRINCIPLE

BEHAVIOUR GENERATES BEHAVIOUR

 LISTENING TO OTHERS
IS
LISTENING TO YOURSELF
Attitude of Curiosity
Attitude of Reciprocity

Listen
Creatively
Clearly
Considerately

LISTENING IS THE HIGHEST FORM OF COURTESY

“TOMPETERS”
 MANAGING BY ALIGNMENTS
• Keep him informed
MANAGING BOSS • Help your Boss
• Be on his side
• Never Stab at the Back

• Do not Cross paths of Holy Cows

MANAGING PEER
• Build network with power
centers to keep them on right side.
• Keep a Low public profile
• Information Sharing
• Respect their Ego.
• Open Communication
MANAGING SUBORDINATE • Practice Delegation
• Show Care & Concern
• Good Human Being
MANAGING CHANGE
–

MANAGING EMOTIONS
 IQ & EQ for Leadership
Look at some LEADERS:
IQ – EQ
J. NEHRU – H – M
INDIRA GANDHI – M – H
LAL BAHADURSASTRY – M – H
MORARJI DESAI – H – M
RAJIV GANDHI – M – H
V.P. SINGH – M – L
P.V.N. RAO – H – M
DEVI GOWDA – L – M
I.K. GUJRAL – H – M
CHARAN SINGH – M – L
N.T.R – M – H
BILL GATES – M – H
DHIRUBAI AMBANI – M – H
NARAYANA MURTHY – M – H
JACK WELCH – M – H
 MOTIVATION
&
ATTITUDE IN MANAGING CHANGE
SELF MOTIVATION THRO’ AUTO SUGGESTION ROLE MODELS

– Mrs. Sudha Chandran – Break Dance with Broken Leg

– Helen Keller – Blind, Deaf & Dumb became a
renowned writer
– Walt Disney – Bankrupt - famous for Mickey Mouse &
Disney Land.
– Col. Sanders – At 65 years Started KFC Group with
only 100$ - today second retail chain after
MacDonald's.
– Chak de INDIA
 WHAT PEOPLE SAY ABOUT ATTITUDE

Not only a positive attitude changes your life,

But it will change the world around you

GEORGE SHINN

The moment you let avoiding failure become your

motivator, you are down the path of inactivity. You can
stumble only if you are moving.

ROBERTO GOIZUETA

Inspiration + Perspiration = Aspiration

Aptitude + Attitude = Altitude

FACETS OF CHANGE
 Understand Change
 Appreciate Change
 Commitment to Change
 Communicate Change
 Understand Resistance to
Change
 Handle Grapevine
 Plan change
 Lead Team to Manage Change
 Implement Change
 Monitor Progress
TYPES OF CHANGE
• GRADUAL CHANGE
• RADICAL CHANGE
• CRISIS
TYPES OF RESISTANCE
• ACTIVE
• PASSIVE
• RUMOUR MILL
 MANAGING CHANGE
CHANGE - INNOVATION - CREATIVITY
In our country, we see innovation playing its role
very well in the business world to cope up with
change.
Companies like PARAS PHARMA and CAVIN
KARE.
PARAS is coming out with product after product
regularly and owns brands like Moov, krack
Cream, Itch Guard, Livon like at Sony a new
System/Product in every shift.
Companies like Godrej, Nirma, Marico and
Emami are doing well inspite multinationals
presence like Hindustan Levers.
Dabur, Himalaya Drugs are also good examples
of coping up with change through innovation.
Shanaz Hussain is another example.
Sulabh Shavchalaya of Bindeshwar Pathak has
helped in providing basic toilet facilities to
millions of people.
Narayana Murthy - Infosys is the world’s second
most profitable company in software, next only to
Microsoft.
Moser - Baer, Noida is the world’s Lowest - Cost
producer of CD-Recorders.
One lakh Indica Cars are to be marketed in Europe
by Rover, one of the UK’s most prestigious Car
Makers.
In Netherlands, the Indian made ALTO is the highest
selling small car.
Hero-Honda is now the largest manufacturer of
Motorcycles in the world.
TISCO is today the lowest cost producer of Hot -
Rolled Steel in the world.
INDIA TOBACCO Company (ITC) - How much
Tobaco ?
GENERAL ELECTRIC (GE) - How much Electrical ?
RANBAXY, Dr. Reddy Labs, CIPLA - The
Pharmaceutical Companies giving a threat to
MNCs.
In Diamonds, India is one of the world’s largest
Diamond Cutting and Polishing centers - Nine
out of 10 stones cut and sold in the world pass
through India.
In R&D, GE’s John F Welch Technology
Center at Bangalore is the company's largest
outside the US it employs 1600 researchers.
GE’s R&D center in China has 100 Employees.
In service sector Dr. Pratap-C-Reddy has Apollo
Hospital 15 countries outside India.
White revolution: Verghese Kurien - Inspired
Leadership - From an importer of Milk Powder,
India is today the world’s largest Milk producer.
The Innovators way of handling change is through
fondling expectations of customers through
innovative thoughts. They saw what every one else
saw but thought of something nobody else had.
 WIPRO - CHANGE MANAGEMENT
11 PRINCIPLES OF AZIM PREMJI
1) Be alert for the first signs of change.
2) Anticipate Change Even when things are going right.
3) Always look at the opportunities that change represents.
4) Do not allow routines to be come chains.
5) Realize that fear of the unknown is natural.
6) Keep renewing your self.
7) Surround yourself with people who are open to change.
8) Play to win.
9) Respect your self; - Humility
10) Never compromise core values.
11) Succeeding is beyond surviving.
 MANAGING CHALLENGES OF CHANGE IN GE
Thro’ 4 ‘E’ Leader Ship ‘JACK WELCH’S Winning Formula

ENERGY: Great Energy - Inspire Others to Perform in fierce

competition.
- Move at 95 miles per hour in a 55 - Mile - an - Hour world.

ENERGIZE: Spark others to perform - sharing credit - owning

blame - energizes others.

EDGE: Dare to Decide - Vitality Curve.

EXECUTE: Measurable Results.

 7 Steps of Jack Welch to deal with
Change
1. Explain the New Rules of Engagement (What you
want to achieve)
2. Deal with change HEAD - ON (Share company
Values.
3. Paint a vivid Picture of the finish line (Share vision
of future)
4. Candor first: Openness, Trust.
5. Over communicate: Six - Sigma - He repeated
Mantra so frequently.
6. Exploit the opportunities that change brings: GE
made more than 1200 acquisitions.
7. Reiterate that change never ends.
 MANAGING CHANGE THRO’ LEADER
SHOCK PROGRAMME
Greg Hicks Approach
1. ACTIVATE INTENTIONS:
Attitude setting nothing can stop the man with the right mental
attitude from achieving goals. Nothing on earth can help man with
wrong mental attitude Jefferson.
2. OWN IT ALL:
Freedom is only part of the story and half truth. I recommend statue
of liberty on east coast be supplanted by a statue of responsibility on
west coast victor.
3. REFUSE TO CONFORM:
Conformity is the enemy of thought and the Jailer of freedom.
4. RECAST STRESS INTO STRENTH:
An optimist sees an opportunity in every calamity a pessimist sees a
calamity in every opportunity Winston Churchill.
5. REPLACE PLANS WITH POSSIBILITIES:
Whatever is Flexible will Grow
what ever is Rigid will Die
Lao Tzu
6. FOCUS ON YOUR PEOPLE FIRST:
If you want One year of prosperity, Grow Grain.
If you want Ten years of Prosperity, Grow Trees.
If you want hundred years of Prosperity, Grow People.
Chinese Proverb
7. GIVE , DON’T TAKE:
“He who obtains has Little
He who scatters has Much”
Lao Tzu
8. DEMAND THE TRUTH:
“A Real Leader Faces Music, Even when he doesn’t like the tune”
Anonymous
 MANAGING CHANGE
IN
NTPC

In NTPC, to face the challenges, the HR

strategy “Putting People First” based on four
building blocks is pursued:
Competence Building.
Commitment Building.
Culture Building.
System Building.
 HR STRATEGY
HR STRATEGY
Competence
Competence
Building
Building

Culture
Culture Commitment
Commitment
HR STRATEGY
Building
Building Building
Building

System
System
Building
Building
 Competency Building
• Growing In-house talent
ET Rectt./ Career Development Scheme
• Training and development
Leadership development
Specific Interventions
Foreign Training
External Training
• Performance Management System
• Developmental Initiatives
Dc, 360 degree, HR ambassadors / Mentoring
• Educational Programs
M.Tech. / B.S. Power Engg. / MBA / Diploma
• Knowledge sharing and Learning Systems
NOCET, HORIZON, PC
 Commitment building
• Reward and Recognition schemes
NTPC REWARD SYSTEM
• Employee Feedback & Introspection
Organisation Climate Survey (BODH)
DISHA
Hewitt’s Best Employer Survey
• Employee Communication
 Culture building
• Core Values Actualization
• Celebrating Achievements
• “Sparsh” - Culture of caring
• “Partner in progress”
• Winning Awards - Culture of Excellence
• Recognition of Long service
SYSTEM BUILDING
• HR Bench Marking
Communication System
Rewards & Recognition
Executive Promotions System
• HR Audit
• ISO - 9000 - 2000 systems for Corporate & Unit HR
• IT enabling HR by ERP - People soft.
•Simplification of Rules / Single Window System
•Policy Access / Awareness through Intra-net & CDs
• System of MOU
 HANDLE CHANGE
IT IS DIFFICULT
To Stretch beyond minimum without external motivation.
To let go from a position of advantage.
To come out of comfort - Zone and Disturb status Quo
To Face Difficult situations.
To be sensitive while holding power.
To have long term view in the light of immediate problems.
To be objective in emotionally charged situation
To defend core values in the face of financial loss.
To be modest in victory & success.
To move away from past successful methods.
To be innovative in the world of copycats.

But it pay’s
 IMPEDIMENTS TO CHANGE

• Being “NEGAHOLICS” as Arun Shourie

says - Addicted
to negative thinking.
• Lack of Aspiration to be world class “ a
sense of collective paralysis” as
CK PRAHALAD
says
• Lack of INTRAPRENEURAL Initiative
• Lack of yearning for learning
• Adoptive not Adaptive
• Star & Smart under perform
Resistance to Change

THE TELEPHONE
The following editorial appeared in a Boston newspaper toward
the end of the 19th century“ A man about 46 years of age, giving
the name of Joshua Coppersmith, has been arrested in New
York for attempting to extort funds from ignorant and
superstitious people by exhibiting a device which he says will
convey the human voice and distance over metallic wires, so that
it will be heart to the listener at the other end. He calls the
instrument a ‘Telephone’ , which is obviously intended to imitate
the word ‘Telegraph’ and win the confidence of those who know
of the success of telegraph without understanding the principles
on which it is based. Well informed people know that it is
impossible to transmit a human voice over the wires”.
Resistance to Change

"Drill for oil? ..You mean drill into the

ground to try and find oil? You're crazy."

Drillers who Edwin L. Drake tried to enlist to his project to drill

for oil in 1859.

Ask Abdullah Jumma

Quiz

Connect all 9 dots with only 4 straight continuous lines

Answer … get out of the usual or the conventional method

Message … Get out of the square …

Answer

Answer … get out of the usual or the conventional method

Message … Get out of the square …

Answer … get out of the usual or the conventional method

Message … Get out of the square …

 MANAGING CHANGE
The Managers are:
OVER WHELMED by the Complexity of
responsibilities and continuous changes in
the Business world.
OVER LOADED by too much to do, too much
information to process, and too many demands
by Senior Management, Investors and
Customers
OVER STRESSED by challenges posed by
Employees crisis management, Increasing fear
of uncertain future.
 SUCCESS MANTRA

For Success, every Employee

should do

MCA
MBA
MSC
&
PHD
 SUCCESS MANTRA
MCA = Managing Communication Applications
MBA = Managing By Alignment
MSC = Managing & Surviving Change
PHD = Personal Horizon Development
• CARE
Our Homeland is Motherland • CONCERN
• COMPASSION

• DIRECT
Not Fatherland • DICTATE
• DOMINATE
THANK
YOU