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Change is Constant Change is Necessary Change is Good!!

If you don't like something change it; if you can't change it, change the way you think about it!

LT. NARAYAN MEGHAJI LOKHANDE MAHARASHTRA INSTITUTE OF LABOUR STUDIES

Robert Heller

About Robert Heller

Leading Authority Founding Editor Editorial Director 1st Book : The Naked Manager Father Figure for British Business Writers Partnership with Edward de Bono
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Preface
Series : ESSENTIAL MANAGER Part : MANAGING CHANGE Publication Date : 17th Sep 1998 Publisher

About The Book Motivating Staff Delegation of Authority Real Life Examples Anticipate & Plan for

Change
Clear Views Making a Checklist Accessible charts &

Dorling Kindersley

Techniques Applicability

LT. NARAYAN MEGHAJI LOKHANDE MAHARASHTRA INSTITUTE OF LABOUR STUDIES

What's Inside.
Understanding Change Planning Change Implementing Change Consolidating Change

LT. NARAYAN MEGHAJI LOKHANDE MAHARASHTRA INSTITUTE OF LABOUR STUDIES

"A change is brought about because ordinary people do extraordinary things."

UNDERSTANDING CHANGE
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Why Change??
y (Understanding) y (Recognizing) y (Categorizing)

Causes of Change

Write down any changes you would like and Plan for them

Sources Of Change Types Of Change

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Cultivate
Curiosity :Try When to become the analyzing best informed change, look person you Always at both Short know. respond and Long Bear in mind Learn from positively to term contexts that Crises, to changes technology is prevent them Encourage outside your changingChanging Social Gradual from Subordinates organization. more and recurring. from Within suggest to more quickly. Responding ideas for Radical Economic change to Rivals projects.

CAUSES

SOURCES

TYPES

Technological

Looking at Personality

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PLANNING CHANGE
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Focusing on Goals

Assessing Objectives & Expressing Principles

Realistically Keep your assess your vision organizations statements strengths and one or to weaknesses. short two sentences.

Identifying the demand for change

Asking Customers

Cherish customers who complain : they tell you what to change.

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Selecting Essential Changes

Be clear about the purpose of any takes If Law it change Choosing Key Areas Paretos plan to you complex make reasoning .to Maintaining Continuity justify change, change it.

Evaluating Complexity
Dovetailing Tasks using CPM

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A SIMPLE EXAMPLE
ANDHERI STN

3
HOUSE BUS STOP MAHALAXMI STN COLLEGE

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6
END

4
JOGESHWARI STN

Ways to training as people Involve Use

y y

Do invite from everybody. Do hold frequent formal and informal meetings. Do involve teams in planning as well as implementation

a deliberate tool to involve people in change suggestions y

Apologize and Dont explain if make offers people feel illpeople cannot refuse informed.

Dont keep unnecessary secret or tell any lies. Dont forget that change should improve business results.

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Making a Personal Contribution

Using Know-How KnowLT. NARAYAN MEGHAJI LOKHANDE MAHARASHTRA INSTITUTE OF LABOUR STUDIES

Making an action plan

Make Sure that your action plan is properly presented.

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Using Planning Tools

Sector PERSONNEL MACHINES Spine Lack of Experienced Staff Difficult to use

Cause

Badly Installed

Few Quality Checks

POOR-QUALITY PRODUCT

Unreliable Supply Very tight schedules Bone Inferior Quality

METHODS

MATERIALS

Effect

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Timescale shows length of project

Member of staff responsible for each task indicated

Project : Recruitment of Trainees

Become (in weeks) Time proficient in any technique you decide to use.

Amey Sarvesh Neha Reshma Sunil

Each Task is listed separately Bar indicates Duration of task from start to end

Hamida

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ANTICIPATING RESISTANCE Avoid feeling

sentimental over inevitable jobAvoid the losses. temptation to bribe people to change.

Never take peoples support of action plans for granted

BUILDING TRUST
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TESTING AND CHECKING PLANS

Thank people for putting forward useful objections and criticisms

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IMPLEMENTING CHANGE
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Remember COMMUNICATING CHANGE that honesty

y y y y y

Telling People Soon is the best

policy.

Drawing People In
Blame the message, not Choosing Methods the messenger or the audience. For bad Giving The Full Picture reactions.

Breaking Bad News

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ASSIGNING RESPONSIBILITY
y y y y

Make sure that those leading the change support is thoroughly.

Designing Change Agents Using Change Agents Delegating Change Safeguarding Information

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DEVELOPING COMMITMENT
y y y

Leading The Way Taking Up Suggestions Building Dialogue

Remind people that change is for everyone, not just a few.

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CHANGING CULTURE
 

Changing Environments Acknowledging Success

Generate a feel-good factor by redecorating the place.

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LIMITING RESISTANCE
Set up a DETECTING RESISTANCE special suggestion box devoted to the change project.

Persuade people that change will always mean opportunity.

COMBATING FEARS
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CONSOLIDATING CHANGE
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MONOTORING PROGRESS
Measuring Performance Maintaining a Balance Measuring Response

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REVIEWING ASSUMPTIONS
If Reassessing Objectives performance lags, look first Making Improvements at how it is targeted and measured. that Ensure Reviewing Attitudes revised objectives are communicate Avoiding Complacency d clearly to everyone. Never Assume that you know what people think Always ask them.

Being Realistic
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Maintaining

Applying Self Criticism

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Karishmas slides