We all want to #change but without any #pain. Can that be really #possible? Yes, if we follow some simple #Guidelines and put them into #practice,we can achieve great results.

1. “THE ONLY CONSTANT IN LIFE”
“CHANGE”

2. Page1
CONTENTS
1
Why change
2
Obstacles
3
How to Manage
Change
4
Go & Get it

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Change…Its complicated!! Is it??
1. Change - make or become different
2. Change - take or use another instead of
3. Change - an act or process through which
something becomes different.
All the above definition clearly indicate that change is
to become different. However, various studies suggests
that we as human beings prefer Status Quo.
Interestingly we are not happy with the current state
but still we don’t want to change.
Ever wondered what’s the reason? Lets look at some
of the reasons in next few slides

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OBSTACLES IN CHANGE
“Absence of clear
understanding of
change”
“Ineffective change
sponsorship from
senior leaders
”
“Poor
Communication”
“Poor Execution”
“Poor support and
alignment with
middle management
”
“ Rigidness”

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APPROACH
Kick
Off
Deliver
Need for
Change
Change
Direction
Change
Behaviour
Change
Sustainability
• Establish a
sense of
Urgency
• Form a
Powerful
guiding
coalition
• Have a Clear
Vision
• Communicate
– Keep it
Simple
• Empower team
members
• Plan & have
short wins
• Consolidate
improvements
• Communicate
& Continue to
Build

6. OUR PRESENCE
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HOW TO MANAGE CHANGE
Start from the top leadership
This is a misconception that change fails because of unacceptability of larger
team. The leaders themselves must embrace the new approaches first, both
to challenge and to motivate the rest of the institution. They must speak with
one voice and model the desired behaviours.
o Junior Team members look to top people for direction, not only in
terms of business needs, but also related to behaviour, ethics,
standards and response to change.
o Executive teams that work well together are best positioned for
success.
o They must be aligned and committed to the direction of change,
understand the culture and behaviour's the changes intend to
introduce, and can model those changes themselves.
1

7. OUR PRESENCE
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HOW TO MANAGE CHANGE
Clear Intention
If you initiate change just for the sake of change, it will be challenging for
you to get support from your leaders, employees, and clients. Have a good
reason for each change and be able to explain those reasons clearly to
your organization.
o Keep the overall Business & Organization Structure in mind.
Change in one department may significantly impact other
departments and hence an understanding of larger picture is very
critical. Explore all the potential consequences of change before
sharing with larger audience.
o Get feedback from leaders & grass-root in the organization, as
well as from others outside of the company. People may have
very different thoughts which can be beneficial for the company.
o Make role changes for a specific purpose which are very clearly
defined and understood by the impacted team members.
2

8. OUR PRESENCE
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HOW TO MANAGE CHANGE
Communicate the ultimate Key
Inform employees of changes before they hear it from somewhere else.
Utilize company email, all-staff meetings, newsletters, or whatever form of
communication is most beneficial for the news you are sharing.
o Walk around and talk to people. Leaders of today interact more
with their employees. Change can be best managed by walking
around and getting to know their employees and explaining them
about the change. Town Halls/Coffee Meetings are best mediums
to connect with people
o For Two Way Communication, encourage feedback. Give
employees the opportunity to ask questions or provide
suggestions as your organization moves toward change
o Communicate early and often. Keep employees informed
throughout all aspects of your organizational change so they can
be on your side when the change actually takes place.
3

9. OUR PRESENCE
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HOW TO MANAGE CHANGE
Inclusiveness
Inclusiveness would play a key role in helping organization’s in transition
and move forward with the changes. The more we engage and include
those in our organization, the better.
o Form a core team, put the bigger picture on the table and listed to
ideas.
o Positive engagement & debate on the subject would bring
astonishing results
o Explain the reasoning behind organizational changes instead of
just announcing the change itself. People are more likely to
support you if they understand why you made a particular
decision.
o Try to include maximum stake-holders. If they contribute, they
would become the torchbearers to implement the change
4

10. OUR PRESENCE
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HOW TO MANAGE CHANGE
Acknowledge – We are changing
Change is a slow process and will take place in several stages.
o Continue the engagement. Keep interacting with stakeholders
using different mediums. Don’t push them to the wall
o Some workers will immediately accept announced changes, while
others may deny the need for it, prolong the change itself, or
actively resist it. As your company encounters change, keep an
eye on how employees are responding.
o Do not expect behaviour to change all at once. It will take time for
your employees to get used to doing things differently. Do what
you can to support them during the transition.
5

11. OUR PRESENCE
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HOW TO MANAGE CHANGE
Be Positive about the change
o Keep sharing the positive impact of change in one
team/department with others.
o Success stories of other team Members will inspire others to
embrace the change
o Recognize the key contributors to change in various forums
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GO & GET IT