Change Management is made easy with these very simple steps based on user psychology with each step OCM implementors can reduce the risk of resistance, accelerate change process This is original creation.like all new creative act it can be killed or made popular . please send this link to all your contacts, if you liked it please leave a comment

1. Dr.E.J.Sarma
April-9-2014

2. Attention
Awareness
Interest
desire
Comprehension
conviction
Action
Result
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3.  In any change effort there has to be
a compelling reason
 It is not enough if this remains in
the mind of the CEO
 That reason has to be powerfully
communicated to catch the
attention of every one who can
influence change process and
acceleration
 How to do- ?
 Communicate directly
 Use the story telling
 abundant seminars
 Multiple channels
 Repeat and repeat the message
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4.  How do we know it caught the
attention of everyone?
 Impact review – quick surveys
will tell reach and registration of
the message
 Once the attention is caught –
continuous communication effort-
more effort is required to create an
impact that will enable the need to
be aware of change imperatives,
 This can trigger the next move
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5.  The power of the story and the
reasons for change should be
compelling to create enough interest
 no change imperatives must be high
lighted
Out come of change must be conveyed
powerfully
Echo what people said in the one on
meetings -
One Can kindle enough interest that will
propel the persons impacted by change to
act if people connect with the reasons
This is the first step in motivation
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6.  Desire is urge to do one step –when you
are at the fork which road to choose will
depend on where it is leading
 if the interest is like “fatal attraction “
then you want to get into the act strongly
 Once interest is created there will be
intense desire to take steps to act
 This is critical step to ensure that people
align and signup for the process
 Unless there is a strong urge that is
created in majority
 The late adopters will be more thereby
escalating project time line
 Have target as to how many you wish to
reach and have in this bucket.
 ,Measure often this category
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7.  Comprehension happens in
the minds of people who have
the desire to change,
 If you wanted to buy lexus
and visited the dealer you may
go home and research
everything about lexus ES350
and try to convince yourself
why Lexus ES 350 is the right
car
 People just do not change
instantly
 they think about the possible
benefits and effort vs rewards
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8.  Conviction is strong belief
that this is good for me
 Once people think through,
the determination
 to change happens
 Unless there is conviction
that change will impact
positively there will not be
any action
 It may be good to have over
70% in this category to begin
with when the project is few
months of initiation
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9.  Depending on the conviction people take
steps to act
 To participate in change
 Have the list of things expected of people
 Is it new skilling, behavior modification,
cultural change enterprise wide etc
 And bucket people in each category and
have action steps for each category
 This will ensure acceleration
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10.  The out come then
is in seeing the
change process
being accelerated
and absorbed by
everyone
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11.  Level 1-High-involvement - includes those commit
unquestionably. engaged fully, lead the efforts
 Level2-moderate involvement - still having some doubts.
But will commit once there is some visibility of positive
outcome of changes that were projected in step 1 through
5
 Level3- low involvement- still unsure hesitating and
waiting
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