Leading&managing change2

LEADING & MANAGING CHANGE

Initiating & Implementing Change

Objectives

• By the end of this session You will be able to• List steps of leading change• Identify leads for future

Leading and Guiding Change

• It requires taking into account– individuals and organisations– need to go through grieving including endings and

beginnings• Leaders of change must– build vision– define new rules and scripts– model the way– channel their positive energy into the process

Communicate About the Change

• Combine communication approaches• Use appropriate mode of communication• Avoid complex and vague language

Modelling the Change

• Leaders go first• Ideally, think and evaluate your actions• Be comfortable receiving direct and

constructive feedback

Involve Others in the Change

• Everyone contributes to the change• Provide others with varied opportunities to

shape the change• Handle resistance effectively

Help Others Break from the Past

• Encourage others to approach the future with a clean mental slate

• Make others understand that a bright future is not an extension of the present

• Encourage others to ask ‘why not?’

8 Steps of Leading Change

1. Establish a Sense of Urgency• Examine market & competitive realities• Identify & discuss crises, potential crises or

major opportunities2. Form a Powerful Guiding Coalition• Form a team with enough power to lead the

change effort

8 Steps of Leading Change3. Create a Vision• Develop strategies for achieving the vision4. Communicate the Vision• Teach new behaviour by the example of

guiding coalition5. Empower Others to Act on the Vision• Get rid of the obstacles• Change systems or structures undermining

the vision

8 Steps of Leading Change

6. Plan for & Create Short-Term Wins• Plan for visible performance improvements• Create those improvements• Recognize & Reward employees involved in

improvements

7. Consolidate Improvements & Produce still more change

8 Steps of Leading Change

8. Institutionalize new Approaches• Articulate the connections between the new

behaviours and corporate success• Develop means to ensure leadership

development & succession

SWOT Analysis

Strengths & WeaknessesInternal• Experience• Resources• Originality• Customer Service• Efficiency• Competitive Advantages• Infrastructure• Quality

Threats & Opportunities

External• Business Alliances• New Products and/or Services• Increasing Market Saturation• Targeting a New Market Segment• Regulations

Leading & Managing Change

Road Map

Objectives

By the end of this session you will be able to• Set & Implement goals to lead & manage

change

Change Management Cycle

Day--to--DayCommunicatio

ns

Step1: Setting Goals and Communicating

Expectations

Step2: Planning

Step3: Monitoring Progress and

Evaluating Performance

Step4: Reviewing & Recognising performance

Setting Goals involves

S.W.O.T. analysis• Strengths and Weaknesses are “Internal” &

“Present”• Threats and Opportunities are “External”• “Future”S.M.A.R.T. Goals• Specific, Measurable, Attainable, Realistic,• Time Bound

Planning involves• Identifying Critical Success Factor• Deciding Key Initiatives• Measures (Performance Indicators)• Delegating Responsibilities (Review touch• point)• Setting Deadlines (Review date)• Action Plans

Monitoring and evaluatinginvolves

• Measure performance indicators• Align plans

Reviewing involves

• Identification of barriers to performance• Feedback on performance• Performance gap analysis

Here it is important to stick to observations and not inferences

Leading Change- Strategy Matrix Vision:

Critical Success Factors

Key Initiative 1

Key Initiative 2

Key Initiative 3

Performa

nceIndicato

rs

CSF 1

CSF 2

CSF 3

Responsibility & Deadline

Personal Action Plan

To Do List