Change Management Guide for Managers.pdf
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The document outlines strategies for effective change management in organizations, emphasizing the importance of transparency, employee engagement, and clear communication. It details various types of organizational changes and common challenges faced during these processes, while also offering practical approaches to manage change. The text includes theories on change management, such as Kotter's eight stages and the McKinsey 7-S model, along with the significance of emotional maturity for managers in navigating change.
Change Management Guide for Managers.pdf
- 2. 2 What is an Organizational Change? According to Harvard Business School - Organizational change refers to the actions in which a company or business alters a major component of its organization, such as its culture, the underlying technologies or infrastructure it uses to operate, or its internal processes.
- 3. 3 Changes we often see in an Organization Strategic Change People Centric Change Structural Change Technological Change Unplanned Change Remedial Change Business structure gets redefined. Changes involved around employing and laying off staff. Change in chain of command, departments and KRAs. Introducing a new software or system change. Unexpected changes. Change is response to an issue at hand.
- 4. Challenges faced during Change Management 4 Poor Leadership Lack of Resources Lack of Agility Slow approval process Insecurities and Conflict Resisting Change Lack of Commitment Poor Communication Anxiety & Stress Power Struggle
- 5. Required Managerial Skillset 5 • Effective communication, including actively listening to your team and colleagues • A highly developed level of emotional intelligence • Strong organizational skills • Attention to detail • Problem-solving and decision-making skills • Delegating without micromanaging
- 6. Ways in which you can manage CHANGE 6 Define Goals Be Transparent Work with Employees Communicate Clearly Ask for Feedback Boost Team Morale Engage the Team Create SOPs
- 7. 7 Define clear and SMART Goals to manage the change. Results at the end can be compared to the goals set at the beginning 1. Define Goals
- 8. 8 Over 30% of employees say that their employer is not always honest and truthful. In order to implement transitions successfully, employers should be honest and transparent. As most employees don’t feel comfortable with changes, being transparent at every step of the change management process helps build trust and connection with employees. 2. Be Transparent
- 9. 9 Employees need support and reassurance especially during times of an organizational change. Conducting new training sessions and regularly communicating can help them adapt to new practices faster. 3. Work with Employees
- 10. 10 Employee relations have a big impact on encouraging conversations before, during and after the changes are implemented. Start a conversation among your employees in order to find out how they feel about the new initiatives. Understand that true communication is a two-way conversation. Taking regular feedback helps in implementing strategic changes wherever required. 4. Communicate clearly and take Feedback
- 11. 11 Empower employees to engage in the change process by giving them freedom to make their own decisions and share their ideas and opinions. Reward employees for their efficiency. Higher employee engagement smoothens the process of adapting to change. 5. Boost Team Morale and Team Engagement
- 12. 12 Creating standard operating procedures provides a roadmap to the team and streamlines the process. The risk of failing to adapt to change reduces when SOPs are followed. 6. Create SOPs
- 13. 13 Make two groups of participants Both the groups have members working in marketing, sales, production, finance and operations. Once you are assigned your group, decide which department you are working in. Group 1 – has to devise a strategic plan for touching 50 crores sales for e bikes in the first quarter of 2024. Group 2 – has to devise a strategic plan for successfully planning 10 weddings as a part of an event planning company in two months. Fun Activity
- 14. 14 Discuss with the group for 15 mins Post which the host will shuffle departments between group 1 and 2 and members will be assigned new departments and groups but the topics remain the same. They then have to rework the task post the shuffle. Fun Activity Continued…
- 15. 15 Change Management Models Sharing theories on change management with the intention for you to choose a more suitable theory for your organization.
- 16. McKinsey 7-S Model 16 The 7 S’s of the McKinsey 7-S Model make it one of the more complex models, but that complexity may be necessary when implementing complicated organization-wide changes. Strategy, Structure, Systems, Shared Values, Style, Staff, Skills.
- 17. Nudge Theory 17 Nudge theory relies on subtle, indirect suggestions backed up by evidence. The premise is that “nudging” change is more effective than strictly enforcing change. The basic principles are - • Define changes • Consider employee point of view • Provide evidence to show the best options • Present change as a choice • Listen to employee feedback • Limit options • Solidify change with short-term wins
- 18. Kotter’s Theory 18 This theory is developed by Harvard Business School professor John P. Kotter and is divided into eight stages. • Create a sense of urgency • Build the change team • Form a strategic vision • Communicate the vision • Remove barriers to change • Focus on short-term wins • Maintain momentum • Institute change
- 19. Are you as a manager equipped with the skills needed to be resilient? 19
- 20. Conduct Self Analysis & Unleash your full potential using 20 THE JOHARI WINDOW
- 21. Increase Self Awareness 21 THE JOHARI WINDOW Known to Self Unknown to Self Known to Others Unknown to Others OPEN BLIND HIDDEN UNKNOWN Things that are known to you and everyone else. Things that you are unaware of but others know. Things that you know but others are unaware of. Things that are unknown by you and everyone else.
- 22. What is the one quality a manager should possess especially in times of a crisis? 22 EMOTIONAL MATURITY
- 23. What is Emotional Maturity? 23 A person’s ability to remain stable and balanced. Being emotional mature means, you are able to understand the emotions you are experiencing and you are able to control them. When life throws things your way you are better equipped to remain productive and capable through it. Emotional maturity is when you do not hide your emotions but learn to manage them well.
- 24. How can you manage your emotions? 24 Decode your Emotion Try to understand what is that you are feeling. Reason that Emotion With a calm mind link that feeling to the thought that caused it. Regulate your Behavior and Communication Consciously replace the thought that triggered that emotion with one that makes you feel calmer. Observe the Impact After repeatedly doing the previous step, observe the difference felt in your emotions.
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