2. Our Expression after hear CHANGE……. Like this or ……

6. Change management So what is Change Management? ‘ It isn’t the changes that are so difficult , it’s the transitions. Change is not the same as transition. Change is situational: the new site, the new boss, the new team roles, the new policy. Transition is the psychological process people go through to come to terms with the new situation. change is external, transition is internal.’ Source: Managing Transitions,Making the most of change William Bridges

10. The potential for change is :

12. One big company was hiring new staff, the question of the written exam is:

13. You are driving a car. On one big storm night. You are passing a station.

14. There are three people who are waiting for the bus One doctor who saved your life before. One guy/lady who is someone you have been dreaming to get married to. One old lady who is dying.

15. You can only take one passenger, which one you will choose? Please explain your reason.

16. Issue-Changes Management

18. The Elements in the change

20. Pre – Assessment for Change

21. Individual prerequisites for change to occur Thinking & understanding Head Why should I change? Emotional/ Motivational Heart What’s in it for me? Behavioral Hands What do I do differently?

22. Why is Leadership Involvement Important? Leaders who do not champion change are more likely to have organizations that are unprepared for change Organizations follow the direction and vision set by its Leaders.  Resistance to Change  Inadequate Sponsorship Poor Project Management  Case for Change not Compelling Project Team Lacked Skills Scope Expansion/Uncertainty  No Change Management Program Siloed Process View 82% 72% 54% 46% 44% 44% 43% 41% 0% 20% 40% 60% 80% 100% Source: Deloitte Consulting CIO survey Major Barriers in Transformation Projects

24. Leading your team Communicate Help Others See the Need for Change Getting your team to wake up to the need for change involves giving them the knowledge they will need when called on to make important changes in the way they work. Reward Implement the Change Now that the change has been designed, this period involves getting up to speed and realizing the possibilities of the new way. It is about learning and finding strategies to sustain the new ways. Facilitate Create Directions for Change In this phase the team is ready to work with the leader to design and create a new path. It involves creating a vision and a road map for the change, learning, considering many possibilities and developing new skills individually and as a team. This is the high-energy, exciting period of change. Listen Enroll People in the Change This phase involves getting your team ready to accept and become active in the process of change. It involves getting over resistance and getting ready to learn new skills and ways of working.

25. The Difference between Manager and Leader Leader Manager Change Stability Leading people Managing work Long-term Short-term Vision Objectives Sets direction Plans detail Passion Control Proactive Reactive Transformational Transactional Achievement Results Uses Avoids New roads Existing roads Seeks Establishes

27. Change Impact! First Individual Impact Organization Impact Change will start with individual, and will cause a rippling effect in an organization.

28. ADRI Approach Deployment Results Improvement learning and adapting monitoring and evaluating implementing and doing thinking and planning Define the current state Define the future state Determine key sponsors And implementers Adjust environment feedback and rewards Review progress against metrics IATUL June 04

29. Move the individual in the organization to…

30. The Change cycle

33. Reactions to Change and Managerial Interventions REACTION EXPRESSION MANAGERIAL INTERVENTION Disengagement Withdrawal Confront, identify Disidentification Sadness, worry Explore, transfer Disenchantment Anger Neutralize, acknowledge Disorientation Confusion Explain, plan

36. What is your VISION Of the Future? “ if you do not know where you are going, any road gets you there”

38. Responses

40. Are You in the Change Ready Zone? Kriegel & Brandt “ Sacred Cows Make the Best Burgers” Drone Zone Challenge Resources Competencies, Time, Reserves Change Ready Zone Panic Zone Skill level required, Speed of change, Effort to learn

41. What we are feeling when faced with a change? STRESS Performance Stress Optimal Stress Area of Optimal Performance High Stress Anxiousness Unhappiness Low Stress Boredom Time when continually under high stress Performance Intended Performance Healthy Tension Fatigue Exhaustion Ill health Breakdown

43. Circle of Influence

44. The Core Message PROCESSES SYSTEMS PEOPLE / TRAINING CHANGE IN ATTITUDES AND BEHAVIOURS Sustainable results How to communicate, manage and make decisions How did we perform today ? Capacity to plan, achieve, analyse and find some opportunities ‘‘ do things differently’’ Continuous improvement

46. A Reflection…. Change is ……..

47. A Reflection (cont’)

49. A Reflection (cont’)

50. A Reflection (cont’)

51. Where do we go from here?

52. Thank you and …..