Leadership & change management, lecture 7, by rahat kazmi

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This Lecture was prepared for my MBA students in London. It will benefit students, lecturers or managers who like to polish up their leadership skills. Feel Free to download this lecture in pdf, however, if you need the ppt slides, please send me a payment of £1 by paypal at: srahatkazmi@gmail.com and I will happy to send you the lecture. Hope it was beneficial to you.

Transcript of Leadership & change management, lecture 7, by rahat kazmi

Leadership and Change Management, Lecture 7, By: Rahat Kazmi

LEADERSHIP AND CHANGE

MANAGEMENT

- CHANGE PROCESS AND ITS IMPLEMENTATION

- 6-CHANGE MODELS

CHANGE TECHNIQUES

LECTURE 6

BY

RA HAT KAZMI PREPARED BY: RAHAT KAZMI

SEPTEMBER 2010

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Discuss change process and its implementation

Discuss 6-Change Models

To have concluding discussion about each change technique

Objectives

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Change Process and its Implementations

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Managing the Change

Environmental analysis.

Set out the strengths and weaknesses of the organisation

Identify the change required

Determine the major issues

Identify and assess the key stakeholders

Win the support of key individuals

Identify the obstacles

Determine the degree of risk and the cost of change

Understand why change is resisted

Recognize the need for change, identify current position, devise a suitable method

Preparation for Change:

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Managing the Change

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Develop a clear vision

Make it people clear about what a change involves and

how they are involved in it

What is involved

What is the proposed change

Why should we do it

What the major effects will be

How we can manage the change

Building the Vision

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Building the Vision

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Building the Vision

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Plan the Change

Devise appropriate strategies to introduce change

Design the change

Identify the significant steps in the change process

Discuss the need for change and the full details of what is involved

Allow people to participate in planning change

Communicate the plan to all concerned

Produce a policy statement

Devise a sensible time scale

Produce action plans for monitoring the change

Allow people to participate in planning change

Get all parties involved in and committed to the change

Inspire confidence by forestalling problems and communicating regularly

Devise a sensible time scale for implementation of change

Anticipate the problems of implementation

Understand why change is resisted

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Implementing the Change

Check on and record progress

Make sure that change is

permanent

Evaluate the change

Improve on any weak areas

Overcome resistance

Involve all personnel affected

Keep everyone informed

Devise an appropriate

reward system

Be willing to compromise on

detail

Ensure that strategies are

adaptable

Select people to champion

change

Provide support and training

Monitor and review

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Implementing the Change

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Two Types of Change

(1) Step Change:

Dramatic or radical change

in one fell swoop

Radical alternation in the

organisation

Gets it over with quickly

(2) Incremental change:

Ongoing piecemeal change

which takes place as part of

an organisations evolution

and development

Tends to more inclusive

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Do Organisations Need to be Identical?

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Do Organisations Need to be Identical?

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Teams building across units

Internal communication

Negotiation

Action planning

Change agents or champions of change

And a certain amount of compulsion manipulation

Techniques to Help Implement Change

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Managers should be able to act as change agents:

To identify need for change

Be open to goods ideas for change

To able to successfully implement change

Change Agents

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Forces trough change

Becomes the personification of the process

Responsibility for change is delegated thus freeing up senior managers to focus on future strategy

Advantages of Using a Change Agent:

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Consider how they will be affected

Involve them in the change

Consult and inform frequently

Be firm but flexible

Make controversial change as gradually as possible

Monitor the change

Develop a change philosophy

Helping people to accept change

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Adapt as necessary

Recording and monitor the changes

Measure progress against targets

Have the desired results been achieved?

Has the process been successful?

How do those affected feel about the new situation?

What might have been done differently?

How can those not responding well to the change be helped?

Sustain the change.- prevent any back sliding

Monitor and Review

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What Not To Do:

[Ways to increase resistance to change]

[Managers can increase resistance by]

Failing to be specific about a change

Failing to explain why change is needed

Not consulting

Keeping people in the dark

Creating excess work pressure

Expecting immediate results

Not dealing with fears and anxieties

Ignoring resistance

Change Management Failures

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