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Change Management Process: Transitioning from Current State to New State

This comprehensive guide explores the stages of change management, from unfreezing to refreezing, incorporating various models and strategies to facilitate a smooth transition. Learn the importance of recognizing the need for change, implementing strategies, and anchoring new approaches in the organizational culture.

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Change Management Process: Transitioning from Current State to New State

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  1. Step3. Refreezing Incorporating the change creating and maintaining Step 2. Changing Attempting to Create a new State of affair CURENT STATE NEW STATE Step 1. Unfreezing Recognizing the need for change KURT LEWIN

  2. PROSES PERUBAHAN PASMORE • Preparation • Analyzing Strength and Weakness • Designing New Organizational Sub-unit • Designing Projects • Designing Work System • Designing Support System • Designing Integrated Mechanism • Implementing Change

  3. SISTEM PERUBAHAN KREITNER & KINICKI, 2001 TARGET ELEMENTS OF CHAGE ORGANIZING ARRANGEMENT INPUTS INTERNAL Strength Weakness EXTERNAL Opportunity Threats PEOPLE Knowledge Ability Attitude Motivation Behaviour OUTPUTS GOAL ARRANGE MENT SOCIAL FACTORS METHODS

  4. MODEL-MODEL PERUBAHAN

  5. TAHAPAN PERUBAHAN KOTTER, 1996 • Establising a sense of Urgency • Creating the Guiding Coalision • Developing Vision and Strategy • Communication the Change Vision • Empowering Employees for Broad-based Action • Generating Short-terms Win • Consolidating Gains and Producing More • Anchoring New Approaches in the Culture

  6. 2.Rcognize Define Problem 3. Problem Solving Process • Forces for • Change CHANGE AGENT 4. Implement The change 5. Measure, Evaluate Control MODEL PERUBAHAN TIYAGI, 2000 Transition Managemen

  7. MODEL PERUBAHAN • BRIDGES & MITCHEL, 2002 • Saying Good Bye • Shifting into Neutral • Moving forward

  8. MODEL PERUBAHAN • BURNERS, 2000 • The Incremental Model of Change • The Punctuated Equilibrium Model of Organization Transformation • The Continous Transformation Model of Change

  9. SYNERGY NATURE CULTURE PROCESS RESILIENCE COMMITMENT ROLES RESISTENCE STRUKTUR PERUBAHAN CORNER, 1992

  10. OPENING MINDS WINNING HEARTS ENABLING ACTION REWARDING ACHIEVEMENTS • Eliminate Bline Spot • Question Assumption • Reduce Complacency • Extinguish • Unproductive Habits • Inculcate • Inculcate Positive Habits • Create Awarness • Self Benefits of Change • Establish Credibility • Win Compliment • Provide Skills and Knowledge • Mobilize Resources • Remove Obstacles • Empower People • Recognize People • Value People • Care for People • Measure Performance and Reward Success

  11. RANGKUMAN: • PERSIAPAN • Pelibatan Masyarakat (penyadaran, Pengorganisasian, dll) • Mengacu kepada kebutuhan/pemecahan masalah • Mengacu kepada Potensi (Analisis SWOT) PERENCANAAN • Rumusan Visi, Misi, Strategi, Program & Kegiatan PELAKSANAAN • Pemberdayaan masyarakat • Pembagian Peran (penyuluh & stakeholders yang lain) MONITORING DAN EVALUASI • Pemantauan dan Evaluasi Kinerja PEMANTABAN • pelembagaan, menjadikan budaya)

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