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Managing change is a key skill. Meet Change, Understand Change, and Manage Change.
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Managing Change v1Sreeram Kishore Chavali
Feedback? Send email to cskishore @ gmail dot com
∗ Awareness is key
∗ Change is always happening and awareness helps
∗ Understand and deal with change in a better way
∗ Develop skills to deal with change
∗ You cannot wish ‘Change’ to go away by ignoring
Meet ‘Change’
∗ Personal Life
∗ At Work
∗ Society/Community
Where?
∗ Positive Change
∗ Less resistance
∗ Generates positive energy
∗ Mostly Negative Change
∗ Threatens
∗ Causes problems
∗ Mixed Change
∗ Some positive outcomes
∗ Some negative outcomes
Flavors of Change?
Change Triggers
People
• New leaders, team members joining
• Leaders, Team members leaving
• Change of responsibilities
• Promotion
• Transfer
• New Job
Expansion/Reduction
• Product
• Location
• Unit
• More..
Process
• New Process
• Change of Process
• Obsolete a process
• More..
Change Trigger & Flavor Duration for Stability/Completion
Change of CEO PeopleMixed
6-12 months
New Product People, ProcessPositive
6+ months
Promotion PeoplePositive
1-3 months
Retire a product, business unit
PeopleMostly Negative
3+ months
Examples
∗ List 5 to 10 changes in your recent experience
∗ Categorize them as People, Process or Both
∗ Define Change Type as Positive, Mixed, Negative
∗ Define Anticipated duration of change Vs Actual
∗ What happened?
∗ What could have been done differently?
Exercise
∗ Always happening ∗ Harder to manage than process changes∗ How to fill the ‘void’? Or deal with new ‘energy’?∗ Who is impacted most?∗ How are they coping?
∗ With news of change∗ Immediately after the change∗ Some time after change
∗ What is ‘support’ system for people?∗ Help people to get through this ‘safely’
People
∗ Business Unit
∗ Creating new one
∗ Closing existing unit
∗ New Product
∗ Building new product
∗ Dropping an existing product
∗ More…
Expansion/Reduction
∗ Triggered based on what is working and/or what is not working
∗ New rules, forms, checkpoints
∗ More…
Process
∗ Clearly identify what is changing?
∗ Communicate the ‘change’ – to everyone, loud and clear
∗ Before – What am I seeing now
∗ After – What I will see later
Create a vision
Follow the Process
∗ Don’t underestimate impact of change
∗ Avoid too many changes at same time
∗ Provide necessary support infrastructure
∗ Clearly identify stability/completion
∗ Plan for course correction
∗ Involve with people with relevant experience
∗ Avoid false sense of urgency
∗ Learn from experience
Recipe for success
Resources