Ce diaporama a bien été signalé.
Nous utilisons votre profil LinkedIn et vos données d’activité pour vous proposer des publicités personnalisées et pertinentes. Vous pouvez changer vos préférences de publicités à tout moment.


8 134 vues

Publié le

Change is something that presses us out of our comfort zone. Change is for the better or for the worst, depending on where you view it. Change has an adjustment period which varies on the individual.

Publié dans : Formation
  • Login to see the comments


  1. 1. Change is something that presses us out of our comfort zone. Change is for the better or for the worst, depending on where you view it. Change has an adjustment period which varies on the individual. It is uncomfortable, for changing from one state to the next upsets your control over outcomes.
  2. 2. Want to Change? You want to change? Your situation You want to change? Your circumstances You have to take risk No change without risk Initially change yourself Lastly change the world First learn from yesterday Than believe in tomorrow Syed Imtiaz Hussain
  3. 3. What Is Change Management? A common definition used for change management is a set of processes that is employed to ensure that significant changes are implemented in an orderly, controlled and systematic fashion to effect organizational change. One of the goals of change management is with regards to the human aspects of overcoming resistance to change in order for organizational members to buy into change and achieve the organization’s goal of an orderly and effective transformation.
  4. 4. 4 Key Features of Change Management  Change is the result of dissatisfaction with the present strategies  It is essential to develop a vision for a better alternative  It is necessary to develop strategies to implement change  There will be resistance to the proposals at some stage
  5. 5. Change Often Arises  The development of new products  The entry of new competition  Changes in consumer tastes & preferences  Changes in the cultural, political, economic, legal and social framework  Changes in technology leading to technological obsolescence or new product opportunities
  6. 6. Forces for Change In Business  Internal forces  Desire to increase profitability  Reorganization to increase efficiency  Conflict between departments  To change Organizational culture  External forces  Customer demand  Competition  Cost of inputs  Legislation  Tax changes  New technology  Political  Ethics  Technological obsolescence
  7. 7. Change Management Process The Change Management process is the sequence of steps or activities that a change management team or project leader would follow to apply change management to a project or change. Based on Prosci's research of the most effective and commonly applied change, most change management processes contain the following three phases:
  8. 8. Change Management Process
  9. 9. Change Management Process Phase 1 Preparing for Change (Preparation, assessment and strategy development) Phase 2 Managing Change (Detailed planning and change management implementation) Phase 3 Reinforcing Change (Data gathering, corrective action and recognition)
  10. 10. The ADKAR Model ADKAR is a goal-oriented Change Management model that allows Change management teams to focus their activities on specific business results.  The model was initially used as a tool for determining if change management activities like communications and training were having the desired results during organizational change. The model has its origins in aligning traditional change management activities to a given result or goal.
  11. 11. The ADKAR Model Change management has been developed over a period of time and one of the models that have played an influence in change management is the ADKAR model. ADKAR was a model developed by Prosci. In this model, there are five specific stages that must be realized in order for an organization or an individual to successfully change.
  12. 12. The ADKAR Model Awareness: An individual or organization must know why a specific change or series of changes are needed. Desire: Either the individual or organizational members must have the motivation and desire to participate in the called for change or changes. Knowledge: Knowing why one must change is not enough; an individual or organization must know how to change. Ability: Every individual and organization that truly wants to change must implement new skills and behaviors to make the necessary changes happen. Reinforcement: Individuals and organizations must be reinforced to sustain any changes making them the new behavior, if not; an individual or organization will probably revert back to their old behavior.
  13. 13. “If we do not Change, we do not Grow. If we do not grow, we are not really living.” Gail Sheehy
  14. 14. Why People Resist Change? Our natural reaction to change, even in the best circumstances, is to resist. People will express resistance differently based on how they perceive the change. The distinction is whether or not they like the change. The tendency to resist change is evident in the human experience. Some personalities resist change more than others. How has your capacity for adapting to change affected your opportunities and your happiness? There are 10 common reasons why people resist change:
  15. 15. Why People Resist Change? Comfort Zone The number one reason why people resist change is because it removes them from their routine and most times out of their comfort zone, which results in fear. Routine is a very comfortable place to live and when it is disturbed on purpose or by chance, you can get thrown off balance. When people have it good, they are reluctant to give that up. This is most common when an improvement effort in one area requires additional work in another area.
  16. 16. Why People Resist Change? Old Habits People like routine, it is easy and familiar, and making a change can take a lot of energy. Although some people love experimentation and challenge, many hate it. 
  17. 17. Why People Resist Change? Personal Preference Some people have a personal style that makes it hard for them to accept change. This is basically the ‘other’ category of resistance. Some people just like things the way they are.
  18. 18. Why People Resist Change? Loss of Authority New change strategies often require expertise that is not possessed by some of the people currently enjoying high status as problem solvers. Those who are threatened with a loss of authority will frequently oppose the change.
  19. 19. Why People Resist Change? Fear People also resist change because they fear they will not be able to develop new skills and/or make behavioral changes that will be required of them. Some people are much more limited than others in their ability to change.
  20. 20. Why People Resist Change? Lack of Trust People also resist change when they do not understand its implications and perceive that it might cost them much more than they will gain. Such situations often occur when trust is lacking between the person initiating the change and the employees.
  21. 21. Why People Resist Change? Economic Threats Even if a change will benefit the organization people who would suffer personal loss of income, benefits, job security or seniority will likely resist it.
  22. 22. Why People Resist Change? No Sense of Urgency Unless leaders communicate a sense of urgency, people may agree with the change but put it off. There must be motivation to act now.
  23. 23. Why People Resist Change? Lack of Communication Leaders need to communicate and provide information. Yet often they do not give the right information, at the right time to the right people. Some people withhold information deliberately, others unintentionally, while others do not even know the full story themselves. 
  24. 24. Why People Resist Change? Organizational Politics Some resist change as a political strategy to "prove" that the decision is wrong. They may also resist showing that the person leading the change is not up to the task. They are committed to seeing the change effort fail.
  25. 25. Why People Resist Change? Conclusion In conclusion, the key to overcoming resistance to change is to help employees cope with the scope of change, overcome the fear of the unknown, control the pace of change, tap into the previous personal experiences, provide adequate information, and clearly communicate the vision so people understand, accept, and support the change process.
  26. 26. “Sometimes it is the smallest decisions that can change your life forever.” Keri Russell
  27. 27. Change It Change is the only element of life Which is constant? Nothing is lasting but change Nothing is constant but death Change starts when someone Sees the next step Thinking is the most powerful weapon Which you can use to change the world If you do not like something change it Change the way you think about it Change does not necessarily assure progress But progress implacably requires change Not everything that is faced can be changed But nothing can be changed until it is faced Everyone thinks of changing the world But no one thinks of changing himself If you have no will to change it You have no right to criticize it Syed Imtiaz Hussain
  28. 28. Change is Won by Victors NOT Victims; and that Choice is YOURS!