Change management is a systematic approach to dealing with change from both an organizational and individual perspective. It involves adapting to change, controlling change, and effecting change. Change management is defined as transitioning individuals, teams, and organizations to a desired future state. It is the process of managing the people side of change to achieve business outcomes. Reasons for change management include dealing with crises, coping with globalization, improving performance gaps, improving organizational culture, introducing new technologies, identifying opportunities, and reacting to internal and external pressures. Key aspects of successful change management include having a compelling need for change, a clear vision, senior management commitment, effective communication, preparation for the unexpected, and celebrating small wins.

1. CHANGE MANAGEMENT MODELS
SrinathRamakrishnan

2. Change management
What is Change management ?
Why Change Management ? -Discuss

3. What is Change Management
Change management is a systematic approach to dealing with change, both from the perspective of an organization and on the individual level. It has at least three different aspects, including: adapting to change, controlling change, and effecting change
“Change managementis an approach to transitioningindividuals, teams and organizations to a desired future state” -Wikipedia
“Change management is the process, tools and techniques to manage thepeople-sideof change to achieve the required business outcome” -Josef Prosci

4. Why Change Management?
Dealing with crisis
Cope with globalization
Performance gaps
Improve organizational culture
Introduction of new technology
Identification of opportunities
Reaction to internal and external pressure
Customers, competition, changing government regulations etc
Change for the sake of change

5. Characteristics of Change Management
Compelling need for change
Clear vision
Commitment of senior management
Initial resistance to change followed by confusion and uncertainty
Effective communication
Prepare for the unexpected
Celebrate small wins
Support of Leadership layers at different levels –to sustain change organization wide

6. ADKAR -Josef Prosci
http://zenexmachina.wordpress.com/tag/adkar/

7. 8 step model –John Kotter
http://tie575changemodel.wikispaces.com/Kotter's+8-step+model

8. Change Model –Virginia Satir
http://stevenmsmith.com/ar-satir-change-model/

9. Transition Model –William Bridges
http://imjoeboe.wordpress.com/2011/04/27/transitions/

10. Switch Framework –Chip and Dan HeathDirect the Rider
Follow the bright spots
Script the critical moves
Point to the destination
Find the feelingShrink the feelingGrow your people
Tweak the environment
Build habits
Rally the herd
Motivate the elephant
Show the path
http://www.allaboutpresentations.com/2010/09/book-review-switch-by-chip-dan-heath.html

11. Change Model –Kurt Lewin
http://www.sharepointchange.com/blog-sharepoint-and- change/category/lewins%20three%20steps%20model%20of%20change

12. Thank you