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Change Management- Syed Rizvi

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Change Management- Syed Rizvi

  1. 1. Change Management = Pain Management
  2. 2. • Denial • Anger • Depression • Develop the new comfort zone • Acceptance • Information and Communication • Emotional support and Guidance Main Constraints of Change Management in Order !
  3. 3. 1. Create a culture 2. Be Relentless 3. Short term wins 4. Empower others 5. Understand and Learn 6. Develop a Vision and Strategy 7. Develop your team 8. Oh! Create the sense of Urgency • Leaders who transform businesses land 8 rules in this order Chance Management = Pain Management
  4. 4. • Examining the current situation and competitive realities. • Identify and discuss crisis, Potential crisis or Major opportunities. • Understand the difficulty of driving people from comfort zone. • Don’t get petrified and take risks, Behind every success there is a Risk. Establish the Sense of Urgency
  5. 5. • Assemble a group with shared commitment and create enough recourses to Lead the change. • Get these individuals work outside the Hierarchy. Issues! • No prior experience in team • Relegating team leadership to HR, Quality or Strategic planning executives rather then the Line Managers. Form a Powerful Guiding Coalition!
  6. 6. • Create a vision to direct change effort • Develop strategies to realizing the vision Issues! • Presenting the vision that’s too complicated or vague to be communicated in minutes. Create a Vision
  7. 7. • Use every possible tool to communicate the new Vision, and Strategies for achieving it. • Teach new behaviors by the Examples of the guiding coalition. Issues! • Lack of communication • Behaviors which are antithetical to the Vision Communicate the VISION
  8. 8. • Remove or change all the current processes and structures undermining the vision. • Encourage risk taking and non traditional ideas, activities and actions. Issues! • Failing to remove the people who resist the change effort Empower others to act on the Vision
  9. 9. • Design and Engineer the Visible performance improvements e.g, Performance Improvement plans • Recognize and reward employees contributing to those improvements Issues! • Leaving short term success up to change • Failing to score success early enough e.g, rather then 3 months it could take upto 6 months or more in change effort. Plan for and Create short term Wins
  10. 10. • Hire, Promote and Develop the employee's who can Implement the vision. • Use increased credibility from early wins to change system, structures and policies undermining the vision. • Reinvigorate the change process with new projects and change agents. Issues! • Declaring the victory too soon with the first Performance Improvement • Allow resisters to convince “Troops” that War as been won. Consolidate Improvement & Produce more change
  11. 11. • Articulate between new behaviors and corporate success. • Create the leadership and develop the succession plans consistent with the new approach. Issues! • Not creating new social norms and shared values consistent with changes. • Promoting the people in the new leadership positions who don’t personify the new approach. Institutionalize new approaches

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