Managing

1

• Managing
• Change

The Complete Perspective
2
Course Navigation

• Forces Behind Change
• Organizational Challenges
• Natural Stages Of Change
• Understanding Change Internally
• Responding To Change
• Leading Others Through Change

3
Course Objectives

• After Today's Session, You Will Be Able To
• Understand The Forces Behind Change
• Recognize The Impact Of Change On People
• Discover Your Reactions To Change
• Take Ownership Of The Change Process
• Demonstrate The Ability To Implement Change
• Lead People Through Organizational Change

4
Forces Behind Change

• In Your Table Groups
• Discuss The External Or Internal Forces Which
  Cause Organizations To Implement Change

5
Forces Behind Change

• Evolving Technology
• Economic Conditions
• Business Competition
• Demographics and Values
• Continual Redesign Of Work
• Reinvention / Reengineering

6
What s New About Change?

• More Innovative Thinking
• Rising Tide Of Competition
• New Ideas, Higher Expectations
• Cost Effective / Value Added Services
• Organizations Reinventing Themselves
• Employees Sharing In This Leadership

7
What s Hard About Change?

• Breaking Old Habits
• Learning New Skill Sets
• Understanding The Change
• Dealing With The Uncertainty
• Taking On More Responsibility
• Adjusting To More And Faster Change

8
Your Change Situation

• Discuss Your Change Situation The Challenges
  You Are Facing
• Think About Real-Life Challenges
• Be Prepared To Report Out
• To The Group

9
Business Challenges

• What Are Some Of The Challenges Facing Your
  Business?
• What Is Your Culture To Change?
• What If You Dont Change?

10
Personal Factors Of Change

• All Change Produces Fear
• We Need Ways To Deal With Or Express Our Anxiety
• People Move Through The Cycle At Their Own Pace
• We Will Think About What We Have To Give Up
• People Feel Alone Even With Group Change
• During Times Of Change, Perceptions Are Distorted
• In The Absence Of Info, People Will Make It Up
• People Need Predictability Stability With
  Change
• People Resist Change That Is Forced On Them

11
Reactions To Change

• In Your Table Groups
• Create A List Of
• Possible Employee Benefits
• Possible Employee Fears

12
Managing Change

• As You Watch The Video
• Please Take Note To The Steps In Effectively
  Managing Change
• Handling Change Internally
• And
• Leading Others Through Change

13
Managing Change

• Edge Training Systems Video
• Managing Change
• The Complete Perspective
• 25 Minutes

14
Managing Change Debrief

• The World Is Changing
• We Have To Adjust
• Change Is Difficult
• It Involves Uncertainty
• Learning New Skills
• Accepting Different Workloads

15
Time For A Break
16
Stages Of Change

• The Normal Stages Of Change
• Shock
• Anger
• Resistance
• Acceptance
• Action

17
Understanding Change

• Handling Change Internally
• Understand The Change
• Identify Benefits Opportunities
• Choose Your Actions

18
Understanding Change

• Handling Change Internally
• Understand The Change
• Learn All You Can About Change
• Roll Up Your Sleeves
• Do Your Homework

19
Understanding Change

• Handling Change Internally
• Identify Benefits
• Develop A Pro Con Sheet
• List Costs Benefits
• Analyze All Angles

20
Understanding Change

• Handling Change Internally
• Choose Your Actions
• Develop An Action Plan
• Consider Resources
• Create Timelines

21
Understanding Change

• In Your Table Groups
• Refer To Your Change Situation
• Determine Your Course Of Action Complete Pages
• 10 - 11 12

22
Responding To Change

• Think As A Leader
• Minimize Negative Reactions
• Communicate The Change
• Explain Benefits Opportunities
• Involve Employees In The Change
• Maintain A High Level Of Trust

23
Organizational Change
Desired State
Current State
Transition State
You!
24
Steps In Managing Change

• Leading Others Through Change
• Explain The Change
• Ask For Opinions Listen For Feelings
• Solicit Ideas To Accomplish The Change
• Request Support And Commitment
• Monitor Progress

25
Steps In Leading Change

• Explain The Change
• People askHow does this affect me?
• Describe the change and background info
• Explain the What, Why, When How
• Discuss The Benefits
• Lead people with confidence
• Pitfall Explaining a change unrealistically

26
Steps In Leading Change

• Ask For Opinions Listen For Feelings
• Listen To Validate Concerns
• Clear Up Misunderstandings
• Emphasize what has not changed
• This creates an atmosphere of openness
• Gets people involved and builds trust
• Pitfall Rushing past negative reactions

27
Steps In Leading Change

• Solicit Ideas To Accomplish Change
• Involves people creates buy in
• Gets people thinking and talking
• Best ideas come from the 20 foot rule
• Listen and respond actively
• Remain open to new input
• Pitfall Not listening or acting on responses

28
Steps In Leading Change

• Ask For Support And Commitment
• Prepare people through the change
• Ask for commitment, dont demand it
• Acknowledge a difference of opinion
• Express confidence in the ability to adapt
• Speak to people one-one one if needed
• Pitfall Becoming defensive

29
Steps In Leading Change

• Monitor And Reinforce Progress
• Change has a way of coming undone
• Continuous, ongoing attention is needed
• Ensure everything is going as planned
• Set milestones, track measure results
• Recognize celebrate small wins
• Pitfall Not Leading By Example

30
Leading Through Change

• After Reading The Situations
• Recommend A Course Of Action And Answer The
  Questions In Your Workbook
• Apply The Five Steps In Leading Others Through
  Change

31
Navigating Change

• Refer To Your Change Situation
• Recommend A Course Of Action
• Apply The Five Steps In Leading Others In Change

32
Wrap Up / Summary

• Managing Change Puzzle Activity
• As A Group Complete The Puzzle Activity Found On
  Page 24
• Have Fun !!

33
Understanding Change

• Handling Change Internally
• Understand The Change
• Identify Benefits Opportunities
• Choose Your Actions

34
Steps In Managing Change

• Leading Others Through Change
• Explain The Change
• Ask For Opinions Listen For Feelings
• Solicit Ideas To Accomplish The Change
• Request Support And Commitment
• Monitor Progress

35
As Change Leaders

• Help Develop A Shared Vision Of How The Change
  Will Be Successful
• Communicate This Vision To All Concerned
• Look For Areas That Need Improvement
• Stay Focused On The Outcome Of The Change
• Learn From Your Mistakes And Encourage Others To
  Do So
• Change Along With The Change

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37

• What Questions
• Do You Have?