1.
CHANGE
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2.
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Program Objectives
( 1 of 2 )
Change
2
Describe the basic dynamics of the change process –
the stages people go through and why.
Identify the challenges for the organization, the
employee, and the manager during change situations.
Understand and apply specific guidelines in dealing
with people’s natural resistance to change.

3.
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Program Objectives
( 2 of 2 )
Change
3
Use the opportunity of change to foster innovative
ideas and solutions.
Generate an action plan to enhance your skills at
dealing with change.
Learn why your leadership is so critical during change.

4.
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Why Change?
(2 of 2)
Change
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Change attracts business.
Change inspires people.
Change influences others.
Change renews and keeps things fresh.
Change leads to innovation.

5.
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Why Innovate?
(2 of 2)
Change
12
Innovation creates an
advantage over other
organizations.
Innovation
modernizes
organizations.
Innovation attracts
interest.
Innovation inspires
new innovations.

6.
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Difficulties with
Change
Change
14
Change is difficult for
many reasons, and
many incentives to
change fail.
Change is difficult to accomplish
because…
• People fear the unknown.
• People are comfortable with
set routines.
• People are often cynical about
change.
• People do not see the need
for change.

7.
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Organizational
Change
(1 of 6)
Change
15
What is organizational
change?
An organization-wide change
A change that affects the
entire organization
Why?
Organizational change is usually
implemented when the
management believes that the
organization can improve and
benefit from the change.

8.
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Organizational
Change
(5 of 6)
Change
20
The median amount
of schooling of the
whole labor force
moved past a year of
college.
Flex time has
grown to around
the 10 percent
mark.
G.M. and U.A.W.
consummated the
first "quality of
work life"
cooperative.
Studies show that in the last 20 years:

9.
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Change, Transition, and
Transformation
Change
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Both cause
mental and
emotional
responses

10.
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The ADKAR Model
(6 of 6)
Change
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Be Aware of the need to change.
Desire the change.
Have Knowledge of how the change will occur and what it will look like.
Have the Ability to change.
Use Reinforcement to keep change in place.

11.
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Three Phases of Change
Change
33
01
02
03
Current State
Employees usually prefer to
remain in the current state.
Transition State
Future State
The transition state creates
uncertainty, stress, and
anxiety.
The Future state is unknown.

12.
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John Kotter’s Eight Steps for
Change
(2 of 3)
Change
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Ensure that everyone
understands and
accepts the vision.
4
Remove the barriers to
successful change.
5
Create clear, visible
success stories early in
the process.
6
Communicate the Change Vision.
Generate “Short-term Wins”
Empower Broad-Based
Actions.

13.
What are the changes affecting your
organization?
How is your organization responding to
these changes?
How are your organization's responses to
change affecting the way you manage people?
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Questions
Change
41

14.
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Fantasies about Change
Change
49
Givens:
Aspects of the
change that I (we)
have no control over.
Negotiables:
Aspects of the
change that we
can influence or
discuss with other
groups.
Controllable:
Aspects of the
change that my
team can control.

15.
Security:
People often feel that they are not in
control or that they do not know what the
future holds or where they stand
in the organization.
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Understanding Loss
(2 of 5)
Change
58

16.
Competence:
People often feel like they know what
to do or how to manage. This causes
embarrassment when they are faced
with new tasks. It is hard for them to
admit that they do not know how to do
tasks.
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Understanding Loss
(3 of 5)
Change
59

17.
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Recognizing Resistance
(2 of 2)
Change
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Accidents
Increased worker's compensation claims
Increased absenteeism
Sabotage
Increased health care claims
Lowered productivity
Signs of Organizational Resistance:

18.
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Management of Each Phase
(1 of 4)
Change
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During Denial:
Confront individuals with information.
Let them know that the change will happen.
Explain what to expect, and suggest actions they can take
to adjust to the change.
Allow time to let things sink in, and then schedule a
planning session to talk things over.

19.
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Traps
(1 of 3)
Change
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Resistance is not pleasant. Everyone might be angry at the manager and feel the manager is to
blame.
This is normally temporary. Denying resistance only makes it go deeper and last
longer.
Invite it.
Seek it out through listening and good communication.
Ignoring or resisting resistance

20.
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Three Standard Stages of Change
(1 of 5)
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Unfreezing Changing Refreezing

21.
Unfreezing:
Old ideals and processes must be
tossed aside so that new ones can
be learned. Often, getting rid of the
old processes is just as difficult as
learning new ones due to the power
of habits. Just as a teacher erases
the old lessons off the chalkboard
before beginning a new lesson, so
must a leader help to clear out the
old practices before beginning the
new.
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Three Standard Stages of Change
(2 of 5)
Change
93

22.
TURN AVOIDANCE INTO ACCEPTANCE

23.
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Organizational Climate
(1 of 3)
Change
128
Criteria have been
identified to measure
success.
(Yes/No)?
The initiator has
the authority to
make the change.
(Yes/No)?
Adequate training
has been done or is
planned for.
(Yes/No)?

24.
RULES FOR STIFLING INNOVATION

25.
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