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MANAGING CHANGE

Understanding and Dealing with Change Presentor: Eden Lei C. Aggabao

OUTLINE

Overview Nature of Change Phases of Change Process for Change Adapting to Change Sustaining Change Efforts

COURSE OBJECTIVES

Know and understand organizational changes


Learn how to manage changes in the organization the

Handle conflicts brought about by the changes in

organization
Learn techniques to lead and sustain change efforts

Nature of Change

NATURE OF CHANGE
Our Changing World
Category
Family Education Rest and Recreation Environment

Then
Father works BS & AB

Now
Parents work, children work Associate, Technology, Short courses, etc.

Park and Plaza, Radio and Television, phone pals


Backyard Compose-Pit Centralization Type writer, Landline Phone, Over-the-Counter Banking, Mail Tuberculosis, Cancer, STD

Bar, Disco, Mall and Movie Houses, VCD and DVD Players, Ipod, MP3-4, social networking
Compact Trash and Landfill Branches, Franchises Globalization and Rationalization Computers, Mobile Phone ATM & Online 24 hours banking, E-Mail AIDS, SARS, Swine and Bird Flu, Foot & Mouth, Mad Cow, etc.

Business
Technology Diseases

NATURE OF CHANGE
What is Change? to transform something into another thing or modify something to form a different thing

Transformation =
Modification Deliberate

total change
= = partial change purposive

Unplanned

sudden on-set

NATURE OF CHANGE

Individual or Organizational Change: Moving from the a present state to some future or desired state.

Present State

Desired State

Time

SOURCES OF CHANGE

Why Change?
EXTERNAL FORCES Economic Transformation Fierce Competition Financial Liabilities Regulatory Modification
INDIVIDUAL OR ORGANIZATION

Customer Sophistication
Acceleration in Technology Best in Class

SOURCES OF CHANGE

Why Change?
INTERNAL FORCES Establishing

Restructuring
Relocation Outsourcing Resizing Merging or Acquiring Re-branding Closure
ORGANIZATION

SOURCES OF CHANGE

Why Change?
INTERNAL FORCES

Status Change
Increase in Family Member Build a house or
INDIVIDUAL

business
Relocation Separation or Loss Acquire (new) things

QUOTATION

We must obey the great law of change.

It is the most powerful law of nature.


Edmund Burke

Phases of Change

FOUR PHASES OF CHANGE


Initiation

Disorientation

Reorientation

Integration

FOUR PHASES OF CHANGE : INITIATION


Short period Recognizes the change Knows that something happened or is going to happen Distinction: the strength and variety of reactions Danger: polarized by the different expectations thus miss the opportunity to set realistic expectations

FOUR PHASES OF CHANGE : DISORIENTATION


Struggling with new circumstances
Simple change becomes complex Still operating in the real world of deadlines, meetings, quotas, customer need, etc. Trouble in answering questions: Who is in charge?, Whats the priority?, Whats expected of me?

FOUR PHASES OF CHANGE : DISORIENTATION


Realizes that even a welcome change is disorienting.
Distinction: losing confidence and enthusiasm; believing the fear is becoming true

Danger: concludes that change was a mistake and give up on it

FOUR PHASES OF CHANGE : REORIENTATION


Feels more comfortable and greater sense of control

Sees the payoff and reaps positive results


Identifies and defines the issues Recognizes priorities

Feels more confident and competent

FOUR PHASES OF CHANGE : REORIENTATION


Distinction: Strained but less concerned; comfortable with abilities; people feeling adjusted and adapting to the change; although change is not yet incorporated Danger: Feels overconfident that could lead to premature end of monitoring, backsliding, missteps and errors

FOUR PHASES OF CHANGE : INTEGRATION


Change is now part of the routine

Thats the way we do things here.


Integrated change is not extra work or a matter of choice

FOUR PHASES OF CHANGE : INTEGRATION

SIGNS:

Wonders how things could have been done any other way
Attention to new areas for improvement and new challenges Acceptance and acknowledgement of the change across the organization

FOUR PHASES OF CHANGE : INTEGRATION

SIGNS:

Complete documentation of the change and now a standard process


New people are comfortable, not seeing other process, system or policy preceded.

QUOTATION

Change is the law of life and

those who look only to the past


and present are certain to miss the future.
John F. Kennedy

Process of Change

Our Iceberg is Melting

THE PROCESS FOR SUCCESSFUL CHANGE

SET THE STAGE

DECIDE WHAT TO DO

MAKE IT HAPPEN

MAKE IT STICK

THE EIGHT STEPS FOR SUCCESSFUL CHANGE


SET THE STAGE DECIDE WHAT TO DO MAKE IT HAPPEN 5. 6. 7. 8. MAKE IT STICK 1. 2. 3. 4. Create a sense of urgency. Pull together a guiding team. Develop a change vision and strategy. Communicate for understanding and buy-in. Empower others to act. Produce short-term wins. Dont let up. Create a new culture.

CREATE A SENSE OF URGENCY


SET THE STAGE Create a Sense of Urgency Help others see the need for change and the importance of acting immediately.

PULL TOGETHER A GUIDING TEAM

Pull Together the Guiding Team with : leadership skills credibility communications ability authority analytical skiills sense of urgency

DEVELOP A CHANGE VISION AND STRATEGY


DECIDE WHAT TO DO Develop the Change Vision and Strategy Clarify how the future will be

different from the past.


Plan how you can make that future a reality.

COMMUNICATE FOR UNDERSTANDING AND BUY-IN


MAKE IT HAPPEN Communicate for Understanding and Buy-in

Make sure as many others as possibly understand and accept the vision and the strategy.

EMPOWER OTHERS TO ACT


Empower Others to Act Remove as many barriers as possible so that those who want to make the vision a reality can do so.

PRODUCE SHORT-TERM WINS


Produce Short-Term Wins Create some visible, unambiguous successes as soon as possible.

DONT LET UP
Dont Let-Up Press harder and faster after the

first successes.
Be relentless with initiating change after change until the vision is a reality.

CREATE A NEW CULTURE


MAKE IT STICK Create a New Culture Hold on to the new ways of behaving, and make sure they succeed, until they become strong enough to replace old traditions.

THE EIGHT STEPS FOR SUCCESSFUL CHANGE


1. 2. 3. 4. 5. 6. 7. 8. Create a sense of urgency. Pull together a guiding team. Develop a change vision and strategy. Communicate for understanding and buy-in. Empower others to act. Produce short-term wins. Dont let up. Create a new culture.

Adapting to Change

ADAPTING TO CHANGE

Understand change
Views on change Steps in adapting to change

THINGS TO KNOW

Change is inevitable. Change is the only constant thing. Change is everywhere. Change is irresistible. Acceptance defeats change.

Understand change

THINGS TO KNOW

Change wont go away, it will only go faster Everyone is accountable for making the change successful No matter how well-planned, change wont be trouble-free

Understand change

CHANGE IMPLICATION: FOR THE INDIVIDUAL

Sense of loss Sense of doubt and confusion Deterioration of trust Sense of self-preservation

Understand change

CHANGE IMPLICATION: FOR THE ORGANIZATION


Lose touch company deteriorates Lose momentum production suffers Lose sight of competition loss of team play

Lose sight of customers power turf struggles

Lose commitment morale goes down


Lose good people burn-outs occur

Understand change

QUOTATION

Resistance comes not from the arrival of an

uncertain new, but from the departure of a


cherished old.
Author unknown

Understand change

ADAPTING TO CHANGE

Understand change

Views on change
Steps in adapting to change

COMFORT ZONE

The level at which one functions with ease and familiarity. (Merriam Webster Online Dictionary)

It is the life, work and social environments that we have grown accustomed to. (Robert Webb)

Views on change

COMFORT ZONE

Discontentment in the comfort zone drives us to grow and change

When the old comfort zone becomes unacceptable, effort to find new ways sets in.

Views on change

PARADIGM

The way an individual perceives, understand, and interprets the surrounding world.

A mental model, a mindset.

Views on change

PARADIGM SHIFT

Opening oneself up to new ideas, developing fresh outlook and exploring new dynamics in pursuit of excellence.

Views on change

PARADIGM SHIFT: OBSTACLES

Reluctant to explore new things Fear of failure

Fear of making a mistake

Misconceptions and fears become the walls of the box of limitations.

Views on change

PARADIGM SHIFT

Thinking out of the box where new ideas are encouraged and mistakes are considered as learning tool and not a punishment media

Views on change

ATTITUDE

Manner of thought or feeling towards a person, object or situation How we think Set of internal choices

Views on change

ATTITUDE
When Goliath came up against the Israelites, the soldiers all thought : Hes so big we can never kill him.

David looked at the same giant and thought : He s so big, I cant miss.

Views on change

YOUR ATTITUDE IS YOUR CHOICE!

STIMULUS

POWER OF CHOICE

RESPONSE

Views on change

VIEWS ON CHANGE

AREAS OF CHANGE Technology Market and products Work redesign New leadership Reorganization

EFFECT TO PEOPLE Reduced competency Status and security Turf and power base Relationship Vested interest and fear

Views on change

REACTION TO CHANGE
POSITIVE Challenge Optimism Welcomes challenges Deals with change; talks about it Acceptance NEGATIVE Pessimism Fear, complacency Resists change Avoids the the issue; withdraws Ignorance

Views on change

VIEWS ON CHANGE

Proactive vs. Reactive


Aware vs. Acting from habit Responsible vs. Victimized

Creative vs. Routine


Opportunities vs. Problems

Views on change

VIEWS ON CHANGE Proactive vs. Reactive


PROACTIVE Deals with change as the rule rather than exception Plans and stays one step ahead. Stays on top and controls the situation REACTIVE Responds negatively to change Allows self to be adversely affected Emotionally upset

Views on change

VIEWS ON CHANGE Aware vs. Acting from Habit


AWARE Takes time to reflect on whats happening Reviews options in terms of actions Makes conscious choices, aware of what is happening ACTING FROM HABIT Responds in traditional ways to the situation

Comes from a view of what worked


in the past

Views on change

VIEWS ON CHANGE Responsible vs. Victimized


RESPONSIBLE Takes accountability for actions Recognizes that change can create both opportunities and threats Shapes things the way you desire VICTIMIZED Views change as a personal issue Change results from peoples desire to get back or punish Change is beyond control

Views on change

VIEWS ON CHANGE Creative vs. Routine


CREATIVE Contributes ideas, takes initiative Accepts responsibility Works at being creative ROUTINE Takes change as incremental, matter of course Change is a fad, it will pass away or die a natural death

Views on change

VIEWS ON CHANGE Opportunities vs. Problems


OPPORTUNITIES Sees the positive and valuable side Feels empowered and excited Thinks of ways to optimize opportunities PROBLEMS

Sees issues, obstacles,


emotional problems Recognizes the difficulties and constraints of change

Views on change

VIEWS ON CHANGE

Proactive
Aware Responsible vs.

vs.

Reactive
Acting from habit

vs.

Victimized

Creative
Opportunities vs.

vs.

Routine
Problems

Views on change

ADAPTING TO CHANGE

Understand Change Views on Change

Steps in adapting to change

STEPS IN ADAPTING TO CHANGE


1.
2. 3. 4.

Lay losses to rest


Confront worst fears Focus on new possibilities Decide on some actions

Steps in adapting to change

STEPS IN ADAPTING TO CHANGE


1. LAY LOSSES TO REST
Identify losses inherent in the change. How acknowledged? What accompanying feelings?

Steps in adapting to change

STEPS IN ADAPTING TO CHANGE


2. CONFRONT WORST FEARS
Surface worst fears De-mystify and test them Identify avoidance behaviors and patterns

Steps in adapting to change

STEPS IN ADAPTING TO CHANGE


3. FOCUS ON NEW POSSIBILITIES
Identify what they might be the best that can happen 1. What would others envy in this situation?

2.

Assume change is over, then what?

Steps in adapting to change

STEPS IN ADAPTING TO CHANGE


3. FOCUS ON NEW POSSIBILITIES
Identify unnecessary baggage 1. What or who needs to go?

2.
3.

What will impede movement towards the possibilities?


What or who am I keeping around as nostalgia?

Steps in adapting to change

STEPS IN ADAPTING TO CHANGE


4. DECIDE ON SOME ACTIONS
Explore actions Recognize detours and diversions

1.
2.

Favorite activities
Irresistible invitations and request

Steps in adapting to change

QUOTATION

Life is change. Growth is optional. Choose wisely.


Karen Kaiser Clark

Sustaining Change Efforts

STEPS TO SUSTAIN THE CHANGE

1. Chart the course; start from where you are. 2. Help people understand and accept change.

3. Adopt the change; empower and enable others to act.


4. Nurture the change; consolidate the gains. 5. Get into the act of promoting the new status quo. 6. Evaluate and monitor the change. 7. Refine where needed.

IN BECOMING A CHANGE AGENT


Be credible and manage your attitude.
Take ownership of the changes. Choose your battles carefully. Build on your strengths. Practice good stress management. Invent the future rather than redesigning the past.

QUOTATION

When you blame others, you give up your power to change.


Douglas Noel Adams
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