STRATEGIC

CHANGE
MANAGEMENT
 BACKGROUND

 Organizations must incorporate new values

and attitudes.
 There is more critical need to activate
gender equality in strategic envisioning.
 Organizations must be responsive to socio-
political and economic changes.
 Gender equality and diversity are two key
features of globalization.
CHANGE PROCESS
CHANGE PROCESS - HANDOUT 3
Adapted from Kurt Lewin’s Model

Unfreeze Refreeze
Unfreezing/Change
Stability Stability

Undesired Chaos Desired

Situation Unpredictability Situation
No control
Confusing
Loss-Attachment
CHANGE PROCESS

Model Insights:
 Shows that all problems have social
consequences.
 Discovers what is really there.
 Shows that there are unsolved problems.
 Provides insight into inner/outer experiences.
 Fosters collaboration/community building.
CHANGE PROCESS

THE MODEL
 First stage represents the status quo which is
unfreeze.
 Second stage attempts to install the change.
 Third stage is refreezing desired change.
 GENDER MAINSTREAMING
STRATEGY

 It is a globally accepted strategy for

promoting gender equality.
 It is NOT an end, but a means.
 It ensures that gender perspectives are
central to all activities.
CHANGE MANAGEMENT
Intersection of System Dynamics on
Change Management – HANDOUT 6

Task

Gender/
Boundaries
Ethnicity

Conscious Role Unconscious

© ECG 2003
 CHANGE MANAGEMENT

Model Insights:
 Gender is constructed in intergroup reality
that is inherently conflicting.
 There is a complexity from having to choose
between the old and the new.
 Gender inequality manifests on both
conscious and unconscious levels.
 CHANGE MANAGEMENT

The Elements:
 Boundaries – time, task, territory, role,
responsibility, resources and structure.
 Role – manner in which leadership, followership
and delegation are organized around a task.
 Task – the work of the individual or group.
 Gender/Ethnicity – informal roles which also
affect authorization into formal roles.