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Change Management: The Only Thing That Is Constant Is Change - Heraclitus

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Laura Ionita

The document discusses change management and provides guidance on managing change effectively. It notes that change is inevitable but can be difficult. Key points include: communicating frequently during change, involving people in the change process, and addressing resistance to change by considering how people are affected and monitoring the change. Reasons for change failure include lack of planning, poor communication, and inadequate resources or training. Leadership plays an important role by developing a clear vision for the change and helping people accept and embrace it.

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Change Management: The Only Thing That Is Constant Is Change - Heraclitus

Uploaded by

Laura Ionita
41 views45 pages
The document discusses change management and provides guidance on managing change effectively. It notes that change is inevitable but can be difficult. Key points include: communicating frequently during change, involving people in the change process, and addressing resistance to change by considering how people are affected and monitoring the change. Reasons for change failure include lack of planning, poor communication, and inadequate resources or training. Leadership plays an important role by developing a clear vision for the change and helping people accept and embrace it.

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Change Management

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The document discusses change management and provides guidance on managing change effectively. It notes that change is inevitable but can be difficult. Key points include: communicating frequently during change, involving people in the change process, and addressing resistance to change by considering how people are affected and monitoring the change. Reasons for change failure include lack of planning, poor communication, and inadequate resources or training. Leadership plays an important role by developing a clear vision for the change and helping people accept and embrace it.

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© All Rights Reserved
Download as PPTX, PDF, TXT or read online from Scribd
Download as pptx, pdf, or txt
41 views45 pages

Change Management: The Only Thing That Is Constant Is Change - Heraclitus

Uploaded by

Laura Ionita
The document discusses change management and provides guidance on managing change effectively. It notes that change is inevitable but can be difficult. Key points include: communicating frequently during change, involving people in the change process, and addressing resistance to change by considering how people are affected and monitoring the change. Reasons for change failure include lack of planning, poor communication, and inadequate resources or training. Leadership plays an important role by developing a clear vision for the change and helping people accept and embrace it.

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Change management

The only thing that is constant is change


- Heraclitus
Change 101
• Change is inevitable and often difficult.
• Change can be positive.
• You can’t change people; only they can make the choice to change.
• There is no such things as over communication.
• Leaders don’t control change; AT BEST they guide, shape, and
influence it

• Change management involves the process that ensures a business


responds to the environment in which it operates
• There are forces driving change and forces restraining it
• Where there is an equilibrium between the two sets of forces there
will be no change
• In order for change to occur the driving force must exceed the
restraining force
Forces for change
Internal forces External forces
• Need to increase profits • Customer demand
and/or cash flow • New competition
• Inefficiency • Changes in costs
• Lack of competitiveness • Legislation
• HRM issues (e.g. high staff • Ethics & Social values
turnover)
• Technological change
• To change organizational
culture
Resistance to change
• A degree of resistance is normal since change is:
• Disruptive
• Stressful
• A degree of skepticism can be healthy especially where there are
weaknesses in the proposed changes
• However resistance will also impede the achievement of
organizational objectives
Four reasons why change is resisted
• Parochial self-interest
• Individuals are concerned with the implications for themselves
• Misunderstanding
• Communications problems
• Inadequate information
• Low tolerance of change
• Sense of insecurity
• Different assessment of the situation
• Disagreement over the need for change
• Disagreement over the advantages and disadvantages
Role of leadership in change: building the
vision
• Develop a clear vision
• Be clear about:
• What is involved
• What is the proposed change
• Why the organization must do it
• What will the major effects be
• How the process will be managed
Helping people to accept change
• Act decisively – demonstrate momentum
• Consider how they will be affected
• Involve them in the change
• Consult and inform frequently
• Be firm but flexible
• Monitor the change
Reasons why change can fail
• Employees do not understand the purpose or even the need for
change
• Lack of planning and preparation
• Poor communication
• Employees lack the necessary skills and/or there is insufficient
training and development offered
• Lack of necessary resources
• Inadequate/inappropriate rewards
Change Management Failure
• Complacency
• Lack of Leadership
• Unclear vision
• Under communicating
• Failing to create short-term wins
• Declaring victory too soon
• Neglecting to anchor changes firmly in the corporate culture
Diagnosing the Players and Leveraging a
Strategy
Financial incentives
• Simple proposition:

• People work for money


• If you want them to work…
• Harder…
• Better…
• Differently…

• …incentivize them appropriately (with money)


• … but is it that simple?

• Two schools of thought:


• 1. Financial incentives are an acceptable (and perhaps necessary) way
to elicit desired behavior
• 2. Financial incentives drive short term compliance at a high cost
Financial Incentives:
The Nuclear Option
• Once you invoke it, the dialogue is over
• No longer a partnership
• Equivalent to saying, “Do it because I say so!”
Using financial incentive
Financial incentive
Instead: Find your allies
Then: Loyal opponents
Then: Self-referents & Fence sitters
Then: The rest & Financial motivation
Research: Incentives

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