Change Management

CHANGE MANAGEMENT
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Agenda
• Need for Change

• Resistance to Change
• Types of organizational Change
• What is Change Management?
• Importance of Change Management
• Barriers to Change Management
• Three levels of Change Management
• ADKAR Change Management model
• Kotter’s Change Management model
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• Factors of successful Change Management HERE. LEAVE THIS SPACE FOR
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Need for Change
Need for Change
What is Change?
• Change is a general transition of something.
• Organizational change can come in a variety of shapes and sizes. For example – A change in a
company's structure, strategy, rules, processes, technology, or culture.
• The change could be planned for years or imposed on an organization due to a change in the
environment.
Current Desired
Position Change Position
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Need for Change
External forces Internal forces

• Social • Low performance
• Demographic • Low satisfaction
• Political • Introduction to new mission
• Cultural • Introduction to new leadership
• Economic • Conflict
• Technological
• Industry
• Customer demands
• Competition HERE. LEAVE THIS SPACE FOR
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Resistance to Change
• Change is the only constant. But the problem is, no one likes change.
• According to a survey done by SHRM, employee resistance to change is one of the main reasons for
its failure.
Reactions to Change
Active Passive Enthusiastic

Compliance
Resistance Resistance Support

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Why do people resist Change?

• Change disrupts our habits.
• Based upon the personalities, some people are risk-averse.
• Change brings feelings of uncertainty.
• Change can affect performance negatively under the new system. So, there’s a fear of failure.
• Change may affect power and influence within the organization.

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Is all resistance bad?

• In some cases, resistance to change can be a good force.
• Opposition to change is an important form of feedback that should not be overlooked. Why are so
many individuals opposed to the planned changes? Are they convinced that the new system will fail?
If that's the case, why?
• It is feasible to achieve a more successful change by taking input from people and implementing
their suggestions into the change effort.

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Types of Organizational Change
Types of Organizational Change
Organization
Changes
Reactive Changes Proactive Changes
• Reactive changes – When external forces drive an organization to make

changes quickly.
• Proactive changes – When a number of variables cause an organization to
consider and ultimately conclude that certain changes are required. WEBCAM
What is Change Management?
• A systematic strategy to coping with the transformation of an organization's goals, processes, or

technologies is known as Change Management.
• The goal of change management is to put in place techniques for bringing about change, controlling
it, and assisting people in adapting to it.
• Individuals, teams, and organizations must have a systematic plan in place to move from their current
position to a desired future position.

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The 7 R’s of Change Management
1. Who raised the change?

2. What is the reason for the change?
3. What return is required from the change?
4. What are the risks involved in the change?
5. What resources are required to deliver the change?
6. Who is responsible for the “build, test and implement” part of the change?
7. What is the relation between this change and other changes?

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Organizational change management can be divided into three manageable stages –
Unfreeze Change Refreeze
• Unfreeze: When preparing for forthcoming changes, a team or organization

must unfreeze the existing processes and views.
• Change: This is the implementation phase. Effective change necessitates
clear and consistent communication across all relevant channels.
• Refreeze: The refreeze stage secures the new process, assuming accurate DO NOT WRITE ANYTHING
input and continued communication happened during the “change” step. WEBCAM
Importance of Change Management
Importance of Change Management
• Reduces operational costs and improves revenue.
• Helps in remaining relevant and profitable.
• Increases the probability of project success.
• Ensures a match between demands and results.

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Barriers to Change Management
Barriers to Change Management
• Lack of executive support
• Inadequate resourcing
• Resistance to change
• Change-resistant structure or culture of the organization

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Three levels of Change Management
Three levels of Change Management
Change management can be viewed at three different levels –
Individual change management is an understanding of how one

Individual Change
person makes a change successfully.
Management
Organizational change management is a framework for addressing

Organizational Change the impact of new business processes, structural changes in the
Management organization or cultural shifts.
Once embraced on an individual and organizational

Enterprise Change level, change should be embedded in your core
Management values.
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ADKAR Change Management Model
ADKAR Change Management Model
• Change is hard. But using ADKAR can increase the chances of making the process of bringing change
successful.
• This model focuses on individuals. Driving individual change will, in turn, drive organizational change.
A Awareness – of the need of change
D Desire – to support and take part in the change
K Knowledge – of how to change
A Ability – to implement the change

R Reinforcement – to sustain the change

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Kotter’s Change Management Model
Kotter’s Change Management Model
This model is divided into three phases and it has eight steps.
1. Create urgency
2. Build a coalition Create a climate for change
3. Create a vision
4. Communicate the vision
5. Empower others Engage and enable the organization
6. Create quick wins
7. Build on the change
8. Embed the change Implement and sustain
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Factors of successful Change Management
Factors of successful Change Management
• Plan – Start with the end goal in mind and establish plans that are aligned with
your overall objectives.
• Communicate – Communicate the change, and its numerous components, to
key internal and external stakeholders.
• Integrate – Staff and stakeholders should not feel excluded from the change
process.
• Motivate – Motivate the staff for their contribution in the business.
• Manage the work load – Change can be a long process, so expect delays and
flaws as employees learn.
• Evaluate – Measure KPIs, take input from employees, and make any necessary DO NOT WRITE ANYTHING
changes to the original goals. WEBCAM
Summary

Change Management

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CHANGE MANAGEMENT

• Need for Change

External forces Internal forces

Active Passive Enthusiastic

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Why do people resist Change?

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Is all resistance bad?

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Reactive Changes Proactive Changes

• Reactive changes – When external forces drive an organization to make

• A systematic strategy to coping with the transformation of an organization's goals, processes, or

DO NOT WRITE ANYTHING

The 7 R’s of Change Management

1. Who raised the change?

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Organizational change management can be divided into three manageable stages –

Unfreeze Change Refreeze

• Unfreeze: When preparing for forthcoming changes, a team or organization

• Reduces operational costs and improves revenue.

• Helps in remaining relevant and profitable.

• Increases the probability of project success.

• Ensures a match between demands and results.

DO NOT WRITE ANYTHING

• Change-resistant structure or culture of the organization

DO NOT WRITE ANYTHING

Individual change management is an understanding of how one

Organizational change management is a framework for addressing

Once embraced on an individual and organizational

A Awareness – of the need of change

D Desire – to support and take part in the change

K Knowledge – of how to change

A Ability – to implement the change

R Reinforcement – to sustain the change

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