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Change Management

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Raymund Sanchez
Raymund Sanchez

A discussion on how change should be handled in any organization

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Change Management
Contents of the Report ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Definition of Change ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Change Management ,[object Object],[object Object],[object Object],[object Object]
Why Study Change?
Why study Change?
Sigmoid Curve ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
3 Phases of the Sigmoid Curve ,[object Object],[object Object],[object Object]
Drivers of Change Status Quo External Pressures Poor Performance Internal Dissatisfaction
External Pressures ,[object Object],[object Object],[object Object],[object Object]
Poor Performance ,[object Object],[object Object],[object Object],[object Object]
Internal Dissatisfaction ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Barriers to Change ,[object Object],[object Object]
Drivers of Change Status Quo Ingrained Culture Inappropriate Structures Poor Communications Unclear Objectives People Perceptions
Organizational Barriers ,[object Object],[object Object],[object Object]
Individual / People Barriers ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Analyzing your Organization
Organizational Culture ,[object Object],[object Object],[object Object]
Where to look when Investigating your company’s Culture ,[object Object],[object Object],[object Object],[object Object],[object Object]
Implementing Change
Skills Needed to Implement Change Successfully ,[object Object],[object Object],[object Object],[object Object],[object Object]
Change Management Strategies People oppose disruption but they adapt readily to new circumstances. Change is based on building a new organization and gradually transferring people from the old to the new one Environmental-Adaptive People are basically compliant and will generally do what they are told or can be made to do. Change is based on the exercise of authority. Power- Coercive People are social beings and will adhere to cultural norms and values. Change is based on redefining existing norms and values, and developing commitments to new ones. Normative-Reeducative People are rational and will follow their self-interest. Change is based on the communication of information and the proffering of incentives. Empirical- Rational Description Strategy
Factors in Selecting a Change Strategy ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Miscellaneous Tips on Handling Change ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
-The End-

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Change Management

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  • 9. Drivers of Change Status Quo External Pressures Poor Performance Internal Dissatisfaction
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  • 14. Drivers of Change Status Quo Ingrained Culture Inappropriate Structures Poor Communications Unclear Objectives People Perceptions
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  • 22. Change Management Strategies People oppose disruption but they adapt readily to new circumstances. Change is based on building a new organization and gradually transferring people from the old to the new one Environmental-Adaptive People are basically compliant and will generally do what they are told or can be made to do. Change is based on the exercise of authority. Power- Coercive People are social beings and will adhere to cultural norms and values. Change is based on redefining existing norms and values, and developing commitments to new ones. Normative-Reeducative People are rational and will follow their self-interest. Change is based on the communication of information and the proffering of incentives. Empirical- Rational Description Strategy
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