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08 Ect 21

The document discusses how managers can manage change within an organization. It explains that change is necessary for organizations to survive as internal and external forces are constantly evolving. It identifies some key internal factors like new investments or staff promotions and external factors like changing markets or technology that drive the need for change. The document then outlines several principles and processes for managing change, such as having leadership support, developing a clear plan with goals and roles defined, ensuring proper training, and addressing resistance to change. It emphasizes the importance of communication, keeping momentum, supporting and celebrating success to help employees through the change process.

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52 views20 pages

08 Ect 21

The document discusses how managers can manage change within an organization. It explains that change is necessary for organizations to survive as internal and external forces are constantly evolving. It identifies some key internal factors like new investments or staff promotions and external factors like changing markets or technology that drive the need for change. The document then outlines several principles and processes for managing change, such as having leadership support, developing a clear plan with goals and roles defined, ensuring proper training, and addressing resistance to change. It emphasizes the importance of communication, keeping momentum, supporting and celebrating success to help employees through the change process.

Uploaded by

azamwandar
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPT, PDF, TXT or read online on Scribd
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Presented by;

Bushra Sultana 08-ECT-21

How can a manager manage the change?

Change is inevitable!
It is said that the only constant in the world is change. You can make perfect plans, but they cannot account for every potential change that may occur.

Why the change is needed in an Organization?

An organization must continually change to survive; one can move forward or backward, but no company can hope to remain where it is for very long time.

Changes occur because of both internal and external driving forces.


1. 2. 3. 4.

Internal pressure includes: New investment in plant or products Staff developing and being promoted Career move within the organization Leavers and new juniors to the organization

External pressure includes; Changing markets Changing customer requirements Changing legislation and regulatory conditions in the countries Technology changes Supplier changes Economic considerations

1. 2.

3.
4.

5.
6.

How to manage change?


Change can be managed by; Understanding your organization and matching the initiative to your organizations real needs Change peoples behaviors in a certain desired way visioning, prioritizing, planning, providing feedback and rewarding success, are key factors in any successful change initiative.

Change management Principles


1 Sponsorship
The change program has the visible support of key decision-makers throughout the organization and resources are committed to the program. Planning is conducted methodically before program implementation and committed to writing. Plans are agreed with major stakeholders and objectives, resources, roles and risks are clarified. Program objectives are stated in measurable terms and program progress is monitored and communicated.

2 Planning

3 Measurement

4 Engagement
5 Support structures

Stakeholders are engaged in genuine two-way dialogue in an atmosphere of openness, mutual respect and trust.
Program implementers and change recipients are given the resources and supporting systems they require during and after change implementation.

Change management process


The above management principles process through six phases; Which are

Create tension

Articulate why change requests to happen and why it needs to happen within the planned timeframe. Get on board the key decisionmakers, resource holders and those impacted by the change. Define in specific and measurable terms the desired organizational outcomes. Assign responsibility to specific individuals for the various tasks and outcomes. Build organizational systems and people competencies necessary for affecting the change. to establish change very firmly so that no one can change it after that

Harness support
Articulate goals Nominate roles

Grow capability
Entrench changes

Key Areas for managing change

Identification and management of stakeholders


Who are your major stakeholders? How will you get them on board and retain their support throughout the life of your change program?

Goal setting
Are your goals fuzzy and hard to put a finger on, or are they SMART goals? Do they link to the strategic objectives of the organization and do they have widespread and genuine support across the organization?

Nominating Roles
For any change initiative, There is always four key change roles: Change Driver, Change Implementer, Change Enabler and Change Recipient. Who are the people that occupy each role in your change program? Have the right people been selected for the right roles?

Team building
Are your teams of the optimal size not too small and not too big? Have you got the right team leader? Do they have the necessary technical and interpersonal skills? What is your strategy in moving stuck teams forward?

Training
How successfully are you using training in your organizational change program? Do you have a well-articulated training plan? Does the training focus on behavior change or simply on content? Do your managers actively support the training? Always ready to compete resistance What is your strategy for overcoming resistance to change? How have you helped people work through the psychological process of change?

Why the employees always resist change?


Change is always resisted due to following reasons; A lack of awareness about the change Comfort with the ways things are and fear of the unknown. Climate of mistrust. Fear of failure Loss of status and/or job security. Disruption of cultural traditions and/or group relationships Not seeing the benefits Peer pressure.

How to manage employees during the phase of change?

Create urgency
There are many ways to create urgency such as
Bring your team together Explain the situation Explain the required change Explain what you are expecting to them

Communication
Change and communication are necessary partners Good communication skills are critical to the organizational process. managers should know when to stop talking and start listening to the individuals placed under their charge. managers must listen to employees and their concerns, needs, and recommendations, and especially their recommendations.

Keep up the momentum


Change requires effort and this can be tiring, especially when people have to manage change while doing the day job. Leaders need to keep the spotlight on change through; constant communication update meetings focus groups one-to-ones and project meetings

Support the Change


As part of the management team, you need to support the Change, both in public and private forums. Effective change is about an organization working together to achieve new goals and objectives and as a manager, you play a key role in motivating staff and rallying enthusiasm.

Celebrate success

Praise for progress made should be your motto during change. People who feel appreciated will always do more and try harder As a leader or manager your key job is to ensure that effort is met with respect and recognition. More often a simple thank you is far more powerful. However, significant progress should be publicly recognized.

THAT'S ALL!

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