Management of Change

A leadership skill
Change is in-evitable Speed of change fast/slow
Can change be managed Reactive Cope with change, Proactive Manage change Stimulus for Change Outside the organisation

Factors Influencing Change

Economic / Resource / Shortages Legislative Government Competition Market factors Technical Technological Education Expectation

Resistance to Change Inside the organisation.

Those who fail to provide leadership for change, may become the victims of change.

How to manage change: (i) AnticipateWhat is likely to happen Where we are to where we want to be. Develop multiple scenario.

(ii) Prepare for that future Management of future to be done in the present to avoid time gap Reactive time gap Anticipate & prepare no time gap (iii) Determine the direction of speed-How fast or slow Speed depends upon past experience Directions on options available

(iv) Any change will have adverse impact on someone and hence resistance to change (feelings run high-why, why, why)Insecurities, fear of criticism, status, loss of work-mates, loss of skill-difficulty in learning new skills Management of Change-two important variables Scope of Change- Incremental or Strategic Timing of Change- It is in reaction or in anticipation

Scope/Time Incremental Strategic Anticipate Tuning Re-orientation Reactive Adaptation Recreation Incremental Change- Evolutionary Strategic Change- Revolutionary Re-orientationie. Resulting from Liberalisation Re-creationModernisation

Change is Vision Aspiration related

Hence creating dissatisfaction with existing reality. Unhappy present to glorious future. Creating a new momentum. Reversing the momentum is more difficult.

Best time to Initiate Change When doing well one can do better Reality is complacency not taking steps to change Real Change Agents never gets satisfied always aiming for something better divine discontent Many Managers do not provide leadership for change as they are uncertain

Look for
(i) Mega trends What has happened elsewhere can happen here Future is already here. Customer has multiple choices Consumer surplus (ii) Look at your past history-history tends to repeat itself-What worked in the past will not work in the future. (iii) Relate to your industry Core Competencies in you field-create dissatisfaction and get progress.

Targets of Change Identify things changeable

Change in strategy leads to change in structures and skills and change in technology to modernisation of mind.

Control your destiny or someone else will.

- Change before you have to - Time is not in your side - Face the reality as it is (even if failure) - Involve everyone in the organisation-Communication (Create a guiding coalition who through position, expertise, reputation and relationships have power to make change happen).

- Create success experience short term wins. - Guard against victory declared too soon. - Create a sense of urgency in place of too much complacency. - People want leadership from island of excellence to ocean of excellence make goals clear. - Priorities and goals change when people change. - Institutionalise new approaches in the culture.

Actions to manage in HRD areas Training and retraining Competence building Communicating and Involving through team work. Job enrichment, Job enlargement Career Planning and succession planning Education and re-education. Establishing and re-establishing a degree of loyalty.

Change encompasses planning in the areas of Strategic Planning Operational Planning (PDCA) Micro Planning (Detailed) Balancing Review & Monitoring

What is measured improves What is measured and reported improves faster What is measured, reported and reviewed improves fastest Updating & validating your assumptions and taking corrective actions.

How do we help people accept change !

- Maximum advance notice - Do it gradually and train them - Maximise involvement at all planning and review stages. - Be patient, tolerant, supportive and flexible but firm too. - Monitor progress and communicate results. - Inspire confidence and ensure that those affected see & share the benefits-develop acceptance and change philosophy.

Follow-up Check on how people are coping Maintain good communication Maintain Involvement Team Work is one of the best vehicle for introducing and managing change.

Tested techniques that help change occur. Explain why Identify the benefits Invite and answer questions candidly Solicit participation Avoid surprises Set standards, monitor behavior, reward or punish Involve informal leaders in the organisation. Recognize and reward efforts Over communicate Give and receive feedback