Framework for Change:

Change shouId unify the organization

Support
CIear
Purpose
Crisis
Mgt
ExternaI
Intervention
SkiII
Acquisition
Unified
Strategy
COMMON TIPS FOR CHANGE
People should be encouraged to experiment
There should be no fear of making mistakes
Change should make the process simpler
Handle the downsizing carefully (training first, then
transfer, finally downsizing)
Bring change only when people are ready to
embrace change
Process oriented change vs People oriented
change
RESPONSES TO CHANGE:
Oppose and resist change
Let it happen, we are not a part
Support, we are a part
Proactive participation and lead change
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IFFERENT ROLES IN THE CHANGE PROCESS:
Change Leaders
Change Sponsors
Change agents
Change Recipients
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HAT TO FOCUS HEN MERGING TO IFFERENT ORGANIZATIONS:
SIX LEVERS OF ORGANIZATIONAL CHANGE
Structure of both organization
2 People aspect of both organization
3 Core Competencies of both organization
4 Business Strategies of both organization
5 Culture of both organization
6 nfrastructure of both organization
Indoctr|nat|on
Soc|a||zat|on Crga
8u||d|ng
HO TO MERGE TO IFFERENT CULTURES

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n Inert|a n|gh erformance
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Stress
Low performance
Un|on|zed
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Lxpectat|on for erformance
PSYCHOLOGICAL SAFETY AN PERFORMANCE
HAT TO O TO LIVE THE CHANGE
Continuous Education and training
eveIop monitoring system
eveIop mechanism to practice the change
Leadership and support from the top
HO TO EVALUATE AN ORGANIZATION FOR CHANGE REQUIREMENT
cKinsey 7-S odel
PACE OF CHANGE: EVOLUTION VS REVOLUTION
HICH STEP TO TAKE FIRST- POSITIVE OR NEGATIVE?