Managing change is about transitioning from the old way of doing things to the new way. It involves recognizing the context and factors driving change, creating a clear vision and communicating it effectively, addressing resistance to change, and anchoring changes in the organizational culture. Key steps include forming a coalition to lead change, removing obstacles, creating short-term wins to build momentum, and focusing on continual improvement. Guiding principles are to have a plan but remain adaptable, involve stakeholders, set objectives to celebrate successes, and gain commitment. Successfully implementing change requires strong communication, training, and leadership support to guide the transition.

2. ““If you want to develop anything, tryIf you want to develop anything, try
to change something.”to change something.”
~Woodrow Wilson~Woodrow Wilson
““If you want to develop anything, tryIf you want to develop anything, try
to change something.”to change something.”
~Woodrow Wilson~Woodrow Wilson

3. MANAGING CHANGEMANAGING CHANGE

4. What is Managing Change?What is Managing Change?
To define Change Management, we could say that it is about managing this
transition from the old position to the new. We are unfreezing the old state
and refreezing the new state so that it becomes established.
Change Management: the process, tools and techniques to manage the
people-side of change processes, to achieve the required outcomes, and to
realize the change effectively within individuals, teams, and the wider
systems

5. Concept Of Managing change: Cont………….
Recognize the Context of Change
When considering what change management in the
workplace is, here are some of the factors that
influence the need for change:
1. Demographics - e.g. an ageing workforce puts a
focus on pensions
2. Competition - e.g. cheap labor elsewhere forces a
rethink on pay scales
3. Technology - e.g. calls for fast turnarounds in some
product lines
4. Legal/Political - e.g. change may be a legal
requirement
5. Economics - e.g. increases in indirect taxation
change consumer spending levels
Factors can be transient, many and varied and may
not always be clearly identifiable. Think about the
factors influencing your change project and their
significance

6. MANAGING CHANGE AT WORK:MANAGING CHANGE AT WORK:
Step One: Create Urgency
For change to happen, it helps if the whole company really wants it. Develop a sense of urgency
around the need for change
Step Two: Form a Powerful Coalition
To lead change, we need to bring together a coalition, or team, of influential people whose power
comes from a variety of sources, including job title, status, expertise, and political importance .
Step Three: Create a Vision for Change
A clear vision can help everyone understand why we're asking them to do something.
Step Four: Communicate the Vision
Our message will probably have strong competition from other day-to-day communications within the
company, so we need to communicate it frequently and powerfully, and embed it within everything that
we do.
Step Five: Remove Obstacles
Removing obstacles can empower the people we need to execute our vision, and it can help the
change move forward.
Step Six: Create Short-term Wins
Create short-term targets – not just one long-term goal. We want each smaller target to be achievable,
with little room for failure.
Step Seven: Build on the Change
Each success provides an opportunity to build on what went right and identify what we can improve.
Step Eight: Anchor the Changes in Corporate Culture
Finally, to make any change stick, it should become part of the core of our organization. Our corporate
culture often determines what gets done, so the values behind our vision must show in day-to-day work

7. Managing Resistance to ChangeManaging Resistance to Change
Typical reasons for resistance to changeTypical reasons for resistance to change
1.Fear of change1.Fear of change
2. Not being consulted2. Not being consulted
3. Poor communication
4. Changes to routines
5. Low trust
6. Misunderstanding about the need for change
7. Exhaustion/Saturation
8. Change in the status quo

8. Managing Resistance to Change: Cont….Managing Resistance to Change: Cont….
Ways to reduce resistance to change:Ways to reduce resistance to change:
1.Involve interested parties in the planning of change by asking them for suggestions and incorporating1.Involve interested parties in the planning of change by asking them for suggestions and incorporating
their ideas.their ideas.
2.Clearly define the need for the change by communicating the strategic decision personally and in2.Clearly define the need for the change by communicating the strategic decision personally and in
written form.written form.
3.Address the "people needs" of those involved3.Address the "people needs" of those involved
4. Design flexibility into change by phasing it in wherever possible
5. Be open and honest
6. Do not leave openings for people to return to the status quo
7. Focus continually on the positive aspects of the change
8. Deliver training programs that develop basic skills as opposed to processes

9. Successfully Implementing ChangeSuccessfully Implementing Change
Guiding PrinciplesGuiding Principles
Some guiding principles in planning a change include:Some guiding principles in planning a change include:
•• having a plan for the project implementation but beinghaving a plan for the project implementation but being
prepared to adapt this if the outcomes at different stages showprepared to adapt this if the outcomes at different stages show
this to be necessarythis to be necessary
•• having Executive (or senior) support which is essential for thehaving Executive (or senior) support which is essential for the
success of a project, but recognizing that change will come fromsuccess of a project, but recognizing that change will come from
bottom upbottom up
•• setting objectives and congratulating the team when eachsetting objectives and congratulating the team when each
objective is achieved, but remembering that improvement is anobjective is achieved, but remembering that improvement is an
ongoing processongoing process
•• recognizing that a plan for introducing change and monitoringrecognizing that a plan for introducing change and monitoring
the effects of the change is important, but gaining commitmentthe effects of the change is important, but gaining commitment
of people is vital in the success of a projectof people is vital in the success of a project

10. Successfully Implementing Change: Cont….Successfully Implementing Change: Cont….
TipsTips
•• Have a defined communication strategyHave a defined communication strategy
•• Be consistent about sharing informationBe consistent about sharing information
•• Consider using a variety of media to reach peopleConsider using a variety of media to reach people
•• Involve stakeholders in the planning processInvolve stakeholders in the planning process
•• Support staff with training and opportunities to practiceSupport staff with training and opportunities to practice
•• Listen and act on questions, feedback and concernsListen and act on questions, feedback and concerns
•• Celebrate ideas, achievements and successesCelebrate ideas, achievements and successes
•• Have a clear reason for implementing changeHave a clear reason for implementing change
•• Have a shared vision about what the change will achieveHave a shared vision about what the change will achieve
•• Learn about the target populationLearn about the target population
•• Identify the change champions, the innovators; these areIdentify the change champions, the innovators; these are
the people who will be prepared to introduce changethe people who will be prepared to introduce change
•• Be aware of the different rate of uptake of change (seeBe aware of the different rate of uptake of change (see
below)below)
•• Provide feedback of progress to stakeholdersProvide feedback of progress to stakeholders

11. Organizational Development:Organizational Development:
Pyramid of Organizational DevelopmentPyramid of Organizational Development
The six key tasks include:The six key tasks include:
1.Identification and definition of a viable market to serve (i.e., set of customers1.Identification and definition of a viable market to serve (i.e., set of customers
2.Development of products and/or services appropriate to the firm's chosen2.Development of products and/or services appropriate to the firm's chosen
market.market.
3.Acquisition and/or development of resources required to operate the firm3.Acquisition and/or development of resources required to operate the firm
(including people, equipment, facilities, and financial resources).(including people, equipment, facilities, and financial resources).
4.Development of the operational systems necessary for the firm to function4.Development of the operational systems necessary for the firm to function
on a day-to-day basison a day-to-day basis
5.Development of management systems required for the overall functioning of5.Development of management systems required for the overall functioning of
the organization on a long-term basis. Key management systemsthe organization on a long-term basis. Key management systems
include strategic planning, organizational structure, managementinclude strategic planning, organizational structure, management
development, and performance management systems.development, and performance management systems.
6.Development and effective management of the corporate culture that6.Development and effective management of the corporate culture that
management feels is necessary to guide the firm. Corporate culturemanagement feels is necessary to guide the firm. Corporate culture
consists of the values, beliefs, and norms that influence the behavior ofconsists of the values, beliefs, and norms that influence the behavior of
people in the firmpeople in the firm

12. Organizational Development: Cont…Organizational Development: Cont…
Benefits of Organization Development:
1. Change thought out Organization
2. Greater motivation
3. Increased Productivity
4. Better quality of work
5. Higher job satisfaction
6. Improved teamwork
7. Better resolution of conflict
8. Commitment to objectives
9. Increased willingness to change
10. Reduced absences.
11. Lower turnover
12. Creation of learning individuals and groups.

13. Limitations to Managing Change
1.Changing nature: The principles of management are not static; with the growth of science and
technology, the concepts of management are also changing.
2. Narrow concept: The narrow outlook of managers is also an important limitation of management.
3. Flexibility in the principle: The techniques and polices of management are to be adjusted according
to specific circumstances. For example, one principle may be good for one enterprise, but it may not be
suitable for another.
4. Effect of External factors: Management is the process of decision-making. But it is influenced by
external.
5. Changing social needs: The society becomes more extracting and demanding while the
management fails to fulfill the society's changing needs
6.Related to human behavior: Management is related with human behavior and the same is changing.
Different groups and different men, even in the same group of people behave differently under different
circumstances.
7. Differences among organizational objectives, philosophies and exceptions: Although
management is a universal concept and applicable to every kind of organization, however, there exist
differences among organizational objectives, philosophies and assumptions between different
organizations.
8.Management is culture bound: The culture and social customs of every country influence
management. Social, political and religious environment put much influence on management.
9.Profit oriented concept: Another important limitation of management is that, it is actuated by self-
interest and pecuniary consideration.

14. RECOMMENDATION OF MANAGING CHANGE:RECOMMENDATION OF MANAGING CHANGE:
1.Managing Failure: By comparison a stepwise approach with lots of little
movements is much more failure resistant.
2. Maintaining Stakeholder Buy-in: Even stakeholders who want change
are subtly influenced by the status quo. It represents the world that
they know and understand.
3. Limiting Risk. : One of the proper functions of Management is to
understand and manage the risk of the organization
4. Building Momentum: By contract lots of little changes creates an
opportunity for folks to get on board and feel like something is
happening. Plenty of opportunities to throw parties over smaller
successes
5. Communication: Making people aware of what is happening and why
early on gives them time to get used to the idea and have their
concerns addressed
6. Provide training: Training in the system's fundamentals will show staff
how to raise orders on the system – but for sustainable change, they
need to understand the underpinning principles
7. Make use of senior level support: Getting support from senior
management and members can be hard but it is worthwhile and that
effort must be made to take it on and make it a success.

15. ConclusionConclusion
Successful change managers provide a compelling rationale for
change, set challenging goals and provide visible leadership
and commitment. They secure ‘buy-in’ from people who
understand why change is necessary and what they can do to
help bring it about. Their aspirations reflect their capability to
implement. They also recognize the differing attitudes,
behaviors and approaches of winners and losers. They equip
people to bring about desired changes and help them to
operate like winners.
Change management methodology ensures that changes to
the organization are standardize and controlled. And, this will
provide project managers with the tools to efficiently handle and
maintain the needed changes

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