Managing Change Effectively

Arun Kumar S.Davay

arundavay@gmail.com
RESISTANCE
TO CHANGE
Managing change
Managing
The
Change
ORGANISING
FOR CHANGE
CHANGING THE
CULTURE
ATTITUDES
AND CHANGE
Organising for Change
Department
Management
Team
Staff
Department
Changing the Culture
Be Participative than Directive:
INITIATING
CHANGE
D.E.A.L
COMMUNICATION
F.E.A.R & F.E.A.R
ECONOMIC
INCENTIVES
TURNING PERCEPTIONS
OF THREAT INTO
OPPORTUNITY
EARLY
INVOLVEMENT
A.S.K
PROVIDING
HELP- P.R.I.D.E
It helps to develop an adaptive learning capacity within the organisation
"It is not the strongest of the
species that survives, nor the
most intelligent that survives.
It is the one that is the most
adaptable to change."
Every time the world discourages you, tell the
world Ill prove you wrong

Every time the world encourages you, tell the
world Ill prove you right.

Attitudes and Change
Three Phases of Change



Current
State
Transition
State
Future
State
Current State
Employees generally prefer the current state



Current
State
Transition
State
Future
State
Future State
The future state is unknown to the employee.



Current
State
Transition
State
Future
State
Transition State
The transition state creates stress and anxiety



Current
State
Transition
State
Future
State
Attitudes and Change
Affective
ASPECTS OF
ATTITUDE
Cognitive
Behavioural
What a person
knows about the
situation
How the person
feels about it
How the person
reacts
Negative
Attitude Kills All
Your Positive
Skills
Resistance to Change
Institutional / staff inertia
Lack of resources
Financial constraints
Poor equipment
Lack of knowledge of subject
Low belief that there is
anything in it for them
Government initiative
Staff expectation
Staff enthusiasm
Desire to do better
Desire for greater
financial reward
Examples of good
practice
Identifying support and resistors
ADKAR is useful for individual
change management between
supervisor and employees.
Awareness
Desire
Knowledge
Ability
Reinforcement
ADKAR

Awareness of the need for change (why).
Desire to support and participate in the
change (our choice).
Knowledge about how to change (the
learning process).
Ability to implement the change (turning
knowledge into action).
Reinforcement to sustain the change
(celebrating success).


Clear Communication an
d
Excellent Training