Managing Change
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Leading and managing change
Present by: Victor Student No:51921595
What is the change?
Change is with us and will always be here, and there are two ways of dealing with it: Reactively, by responding only when one has to, usually too late Proactively, by planning for change and trying to keep, if not one step ahead, then at least in the vanguard of change
Leading and managing change The diversity of practical advice for managing change can be organized into five major: 1. 2. 3. 4. 5.
Motivating Change Creating a Vision Developing Political Support Managing the Transition Sustaining Momentum
Motivating Change Organizational change involves moving from the know to the unknown
Motivating Change
Creating Readiness for change Specific methods to achieve its: 1. Sensitize organizations to pressures for change. 2. Reveal discrepancies between current and desired states. 3. Convey credible positive expectations for the change.
Motivating Change
Overcoming Resistance to Change Change can generate deep resistance in people and in organizations, thus making it difficult, if not impossible, to implement organizational improvements.
Motivating Change The solution for Overcoming Resistance to Change: 1. Empathy and support 2. Communication 3. Participation and involvement
Creating a Vision Creating a vision is considered a key element in most leadership frameworks. Organization or subunit leaders are responsible for effectiveness, and they must take an active role in describing a desired future and energizing commitment.
Creating a Vision Creating a vision we need: 1. Describing the core ideology 2. Constructing the envisioned future 3. Bold and valued outcomes 4. Desired future state
Developing Political Support May be we can understand the sentence like this, if you have the right ability, the right plan, the best group ,but if cannot get the political support from the high-level of the organization, all of this just like something cannot to use, so, the political support is very important.
Developing Political Support The three ways to developing political support: 1. Assessing change agent power 2. Identifying key stakeholders 3. Influencing Stakeholders 1. Play it straight 2. Using social networks 3. Going around the formal system
Managing the Transition Implementing organization change involves moving form an existing organization state to a desired state.
Managing the Transition Four activities for managing the Transition 1. 2. 3. 4.
Activity planning Commitment Planning Management Structures Learning process
Sustaining Momentum During a change process running, it will face some problem, so, we need to create a system to help it solve those problems, and keeps the process going on with the plan.
Sustaining Momentum These five activities are the way to create a afterward system for the change process 1. 2. 3. 4. 5.
Providing resources for change Building a support system for change agents Developing new competencies and skills Reinforcing new behaviors Stay the course
Conclusion For an organization, if it want to grown, the change is inevitable. In fact, nothing to be afraid of change, if you know how to leading and managing it. Pass this chapter, We got know how to do that.
Thank you
Present by: Victor Student No:51921595
What is the change?
Change is with us and will always be here, and there are two ways of dealing with it: Reactively, by responding only when one has to, usually too late Proactively, by planning for change and trying to keep, if not one step ahead, then at least in the vanguard of change
Leading and managing change The diversity of practical advice for managing change can be organized into five major: 1. 2. 3. 4. 5.
Motivating Change Creating a Vision Developing Political Support Managing the Transition Sustaining Momentum
Motivating Change Organizational change involves moving from the know to the unknown
Motivating Change
Creating Readiness for change Specific methods to achieve its: 1. Sensitize organizations to pressures for change. 2. Reveal discrepancies between current and desired states. 3. Convey credible positive expectations for the change.
Motivating Change
Overcoming Resistance to Change Change can generate deep resistance in people and in organizations, thus making it difficult, if not impossible, to implement organizational improvements.
Motivating Change The solution for Overcoming Resistance to Change: 1. Empathy and support 2. Communication 3. Participation and involvement
Creating a Vision Creating a vision is considered a key element in most leadership frameworks. Organization or subunit leaders are responsible for effectiveness, and they must take an active role in describing a desired future and energizing commitment.
Creating a Vision Creating a vision we need: 1. Describing the core ideology 2. Constructing the envisioned future 3. Bold and valued outcomes 4. Desired future state
Developing Political Support May be we can understand the sentence like this, if you have the right ability, the right plan, the best group ,but if cannot get the political support from the high-level of the organization, all of this just like something cannot to use, so, the political support is very important.
Developing Political Support The three ways to developing political support: 1. Assessing change agent power 2. Identifying key stakeholders 3. Influencing Stakeholders 1. Play it straight 2. Using social networks 3. Going around the formal system
Managing the Transition Implementing organization change involves moving form an existing organization state to a desired state.
Managing the Transition Four activities for managing the Transition 1. 2. 3. 4.
Activity planning Commitment Planning Management Structures Learning process
Sustaining Momentum During a change process running, it will face some problem, so, we need to create a system to help it solve those problems, and keeps the process going on with the plan.
Sustaining Momentum These five activities are the way to create a afterward system for the change process 1. 2. 3. 4. 5.
Providing resources for change Building a support system for change agents Developing new competencies and skills Reinforcing new behaviors Stay the course
Conclusion For an organization, if it want to grown, the change is inevitable. In fact, nothing to be afraid of change, if you know how to leading and managing it. Pass this chapter, We got know how to do that.
Thank you
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