managing Organizational change

1. managing Organizational change In a world of constant change, the spoils go to the nimble.

2. Employees want…. • More jobs • More participation in decisions • More flexible work arrangements • More leisure time • More information • More rights • Professional growth • Technology • Psychological contract

3. Employers want… • Automation • Employee motivation & involvement • More broadly-skilled employees • Employees willing to work where they are needed • More freedom to pursue company aims

4. Government wants…. • More legislation controlling industry • More collaboration with employers

5. What Drives Change? Unions Competition Technology Politics Social/Internal Values Legislation Economy Attitudes of Employee Demographics Culture Regulators Globalization Customer Focus

6. change • We live in an era of risk and instability and the ability to read and act on signals: • To experiment • To manage complex systems • To mobilize

7. guiding change • Correct diagnosis of the nature of the change challenge • Early development of shared understanding • Enrichment of shared understanding

8. speed • Establish a sense of urgency • Create a limited and focused strategies agenda • Rapid, strategic decision making and deployment

9. momentum • Identification and management of sources of resistance – securing a favorable balance of power throughout the organization • Utilizingkey organizational enablers • Demonstrated leadership commitment

10. Communication • Plays a major role in organizational change • Procedure & processes remain important • People have to understand what is happening or what is going to happen

11. Each step of the change process requires communication • Designing change is not possible without documenting its necessity Communication

12. If you do not have communication, you: • Destroy commitment • Damage employee morale • Generate huge resistance and hostility

13. change • As a change agent, what are you going to use? • Mission of the organization • Vision of the organization • Key stakeholders • Benefits of change • Total involvement

14. change • Being a change agent is: • Setting a new leadership style • Creating a shared vision for quality results • Establishing process improvements • Fostering employee buy-in • Specific management of results • Incorporating training • Continued improvement

15. Organizational process • Also known as “Hardware” • Rules, policies, procedures • Span of control • Communications processes • Organizational structure form • Process flows • Equipment change • Information systems

16. People • Also known as “Software” • Transforming behavior • Knowledge, skills, abilities, or other characteristics • Reward systems • Training

17. successful change • Managing change means having • the right people on board that will: • *not only deal with change, but pursue it!

18. One more question: • What happens when a key person leaves? • Vulnerability • Knowledge is lost • Continuity interrupted • Morale and motivation decline

19. Succession Planning • Succession Planning in Change: • Talent management • Ongoing process • Identifying • Assessing • Developing leadership • Inventory of openings • Position criteria • Potential candidates

20. development • History of employee • Management/technology competencies • Assessment • Development • Training • Educational experiences • Assignments and projects • Job rotation • Mentoring • Individual study • Volunteer work • Action learning