CHANGE MGT.

The Difference between grass root and

strategic change
Strategic Change Grass root Change
Leadership Top management Local Management
Infrastructure A select few Management, employees,
“the masses”
Diagnostics The entire organization Specific sites
Comparison points Comparisons of external Implementation of best
benchmarking and best practices
practices to internal
Tools (process mapping, Introduction and Application of
surveys, activity-based application of data implementation tools to
costing, and so on) collection tools and “the masses”
techniques to a select few
Training Assessment of needs, Assessment of needs,
some design and delivery extensive design and
delivery
Outcome goals Recommendation for Implementation of
change and momentum changes
building
Change Implementation Model

Change Implementation models starts working for implementation at

grass root level at either pilot testing or roll out stage.

Steps of Change Implementation Model

1. Set Goals
2. Measure Performance
3. Provide Feedback and Coaching
4. Be Generous with Rewards and Recognition
Activity

How are goals set?

Answer the steps and
procedure of it in group.
Goal Setting

Guidelines for effective goal setting are:

1. Keep it short and simple

2. Create goals at grass root level that are aligned with goals
of strategic level.
3. Make goals achievable
4. Make goals challenging
5. Involve the team in goal setting process
6. Set a time line
7. Establish right away; “What’s in it for me?”
Measure Performance

Performance needs to be measured against the

set goals. There are two important reasons of
performance measurement.

1. Measurement provides a way to track progress.

2. To determine when goals have been achieved.

Activity: Design a performance measurement

system in group.
Guidelines for Effective Measurement

1. Set specific and numeric expectations.

2. Keep it simple
3. Be creative
4. Involve people in designing their own
measurement
5. Determine the frequency of the measurement
6. Determine who will be responsible for keeping
score
Feedback & Coaching

• What is feedback?
• What is the need of feedback?
• What is, if there is no feedback?
• How feedback should be taken or given?
• What is the role of feedback in change management?
Activity

If you are given an assignment of coaching

anyone, how will you coach him/her?
Assume necessary information and answer
in steps and what things you must consider
or care of?
Effective Guidelines of Coaching
• Before coaching anyone, establish up front that coaching
will take place with everyone.
• Make coaching timely.
• Do your best to make people feel comfortable enough to
be coached.
• Do not criticize.
• Keep it simple and informal
• Choose an appropriate time and location without
interruptions.
• Be specific and keep it balanced
• Be empathetic
• Encourage team members to coach one another about
changes they are making.
Be Generous with Rewards &
Recognition

• What are rewards and recognition and are they

same?
• What would you prefer; reward or recognition for
anything good you do?
• What is the role of empathy in finding what one
needs; reward or recognition?
Guidelines for R&R

• Directly link to rewards and recognition to performance

• Involve people in designing rewards.
• Try to make rewards and recognition fair for everyone.
• Be creative
• Make rewards and recognition equal to the efforts required to achieve
the goals.
• Make rewards and recognition timely.
• Make rewards and recognition public and keep your team aware of
them.
• Communicate success once change goals are achieved.
• Offer a few well-placed words of praise and appreciation.
• Remember the magic words, “THANK YOU”