Managing Change Effectively

Arun Kumar S.Davay

arundavay@gmail.com

Managing change
ORGANISING FOR CHANGE RESISTANCE TO CHANGE

Managing The Change

ATTITUDES AND CHANGE

CHANGING THE CULTURE

Organising for Change

Department Department

Staff

Team

Management

Changing the Culture

Be Participative than Directive:
D.E.A.L PROVIDING HELP- P.R.I.D.E COMMUNICATION

A.S.K

INITIATING CHANGE

F.E.A.R & F.E.A.R

EARLY INVOLVEMENT TURNING PERCEPTIONS OF THREAT INTO OPPORTUNITY ECONOMIC INCENTIVES

It helps to develop an adaptive learning capacity within the organisation

"It is not the strongest of the species that survives, nor the most intelligent that survives. It is the one that is the most adaptable to change."

Attitudes and Change

Every time the world discourages you, tell the world Ill prove you wrong Every time the world encourages you, tell the world Ill prove you right.

Three Phases of Change

Current State

Transition State

Future State

Current State
Employees generally prefer the current state

Current State

Transition State

Future State

Future State
The future state is unknown to the employee.

Current State

Transition State

Future State

Transition State
The transition state creates stress and anxiety

Current State

Transition State

Future State

Attitudes and Change

Negative Attitude Kills All Your Positive Skills Cognitive
What a person knows about the situation

Affective
How the person feels about it

ASPECTS OF ATTITUDE

Behavioural
How the person reacts

Resistance to Change
Identifying support and resistors

Government initiative Staff expectation Staff enthusiasm Desire to do better Desire for greater financial reward Examples of good practice

Institutional / staff inertia Lack of resources Financial constraints Poor equipment Lack of knowledge of subject Low belief that there is anything in it for them

ADKAR is useful for individual change management between supervisor and employees.
Awareness Desire Knowledge Ability Reinforcement

ADKAR
Awareness of the need for change (why). Desire to support and participate in the change (our choice). Knowledge about how to change (the learning process). Ability to implement the change (turning knowledge into action). Reinforcement to sustain the change (celebrating success).

Clear Communication an
d

Excellent Training