2. Because it takes things awayChange is PainfulBut it is going to happenIn any WaySo…..Why not to give it a TRYTRY TO WELCOME CHANGEAndThis makes Life easier……For ALL
Akash Deep Sharma Welcomes you To the session of
4. • Change Management
• Change Management Vs OD
• Role of Behavioral Science in CM
• Role of Change in Failure/Success
• How to Bring Change-
Interventions
• Models and Theories of CM/OD
• CM @ ISLL
6. Organization
Development
Organizational
Development
Group of People, Systems,
Procedures & Processes
working in an alignment
towards one common direction
Improvement from current
state to a potential state
Improvement in Organization
(People, Systems, Procedures &
Processes)
8. OD is Defined as
• An Organization wide
• Planned Change
• Managed from top
• To increase organization’s
effectiveness and health
• Through planned interventions
• In organization’s People, Processes,
Procedures, Policies etc
• Through Behavioral Sciences
• OD is CM
9. CM
• Any alteration in currently prevailing state
• Smaller/larger
• Planned Efforts to introduce and implement a change that is accepted by a
majority of population with their conscious or unconscious consent
• Change THAT Appeals
• Behavioral Science
10.
11. The History Holds the
Answer
• Human Side of Business –
OD Takes Birth
• Need to Change was There,
Impossible without humans,
Behaviors
• Behavioral Studies
12. • Howthrone Studies- Human
Attention
• Maslow’s Studies- Humans
can be Motivated to do or
to not do
• Mc Gregory- Theory X and
Theory Y
• Kert Lewin- Group Dynamics
• Group acceptance can
overcome Individual
resistance
14. Models to CHANGE
Modern Model- John Karter’s 8 Steps
Establish A sense of urgency
Create a guiding coalition
Develop a vision and strategy
Communicate the change vision
Empower Action & Resources- Interventions
Generate short term wins
Consolidate gains to produce more change
Anchor Change in OC
18. OD Interventions or CI
• Purposely disrupt the status quo, deliberated
disturbance and then stabilization in desired
state
• Success factor of ODI- Readiness for Change,
Capability of change, Cultural shift, Capability
of CA
• Type of Interventions depend upon the type
of Change (S/T/B) and type of target
(S/G/IG/O)
19. • Structural change- Leads to Change in
structures, Relations etc
• Technical change- Change methods,
processes, procedures
• Behavioral change- Change of Attitude,
Values, believes, Behaviors
• What do mean by Behavior ??
• Desired Performance in a specific state
20.
21. • It is easier to kill and organization than
change it significantly
1. Savior is the Killer
2. Resistance to Change
Bottleneck is the top neck- Corporate Context
“Least diversity of experience, largest
investment in past, greatest reverence for
industry dogma” – At the TOP
22. • I think there is world
market for maybe five
computers- Thomas
Watson, Chairman of
IBM, 1943
• 640 Kbyte should be
enough memory for
anybody- Bill Gates,
1981
• Linear Thinking
26. How to Manage Resistance
• Climb a Mountain
• No- Where is the + IN Change (Money??)
• No- Too much Efforts & Risk (- is > +)
• No- I am Fine in Plain (+ of not changing)
• No- There is No problem in Plain (- of Not
changing)
40. Systems of Implementing Change
Intervention of CONTROL
• Control by Personal Power
• Control by Structured Behavior
• Control by Skills & Values
• Control by Performance- MBO
• Control by Vision/Ideology- SHR
• Control by Teamwork
• Control by System/policies
41. Be the Change you want to C !!
• For Majority of times its all Understanding
• For others Empathy and Feeling is the Key !!
• Lets Change or At least Try…..Always !!
Greetings !! Akash Deep Sharma