A Discussion on

Simple Definition What is Change? Examples Myths about Change Preparation to face Change The CAN DO Attitude General Challenges to handle Kotter’s 8 Steps Success Factors Sustenance Techniques Summary

The world is changing very fast.

Big will not beat small anymore. Now the fast are beating the slow

We must constantly confront ourselves in order to achieve growth & deal

with the issues of the day

Trade 1950

Research 1960

Phone Calls 1980

e-Mail 1994

SMS 2001

Mail 1970

/Weeks

/Days

/Minutes

/‘Now’

24x7/

Instant/

PRESENT + DIFFERENT

= FUTURE

An Act or Process through which something becomes different

Old

or

Young

An action necessitates new learning / upgrade current experience

It can be personal / professional / social /environmental attributed

It can be improvement or determent as per the objective and individual view of change

Change is inevitable in every walk of Life Change is the one which never Changes

New Job Promotion Handling New Team Migrating to New Places Introducing a New System Change our Routine Acclimatize to a New Climate Interface with New Client Getting out of Comfort Zone

Change is Easy People will do what they’re told People Resist change – People don’t actually

resist change. People appear to be resisting change

Actually struggling with how to let go of their old mindset

Plan is Enough We can make it happen Fast

Right Mindset

Dream which reflects the To Be

state after Change

Understand the purpose and need

for a Change

Analyze the merits and demerits

considering all stakeholders

including yourself

Accept the change once decided

which ensures almost 75% success

You CAN DO everything, but not all at once.

You CAN DO everything, if it’s important enough for

you to do.

You CAN DO everything, but you may not be the

best at everything.

You CAN DO everything, but there will be

limitations.

You CAN DO everything, but you’ll need help.

Don’t be afraid of failures

Change makes everyone feel insecure You have to believe that you can deal with

the unknown Plan for the Best and Ready for the Worst –

Imagine the worst case scenario, then figure out how to deal with it

You have done it before and You can do it again

Keep a log – recollect and reassure past scenarios in case of any future change

For thirty years, research from professor and author Dr John Kotter has revealed that 70% of business change efforts fail because they are not implemented properly

People can sometimes get stuck too much into their comfort zones, lose their sense of ambition and the opportunities they can seize.

Create goals for change that don’t just ‘make sense’ to your colleagues, but inspire them.

No one will buy into the changes they make unless they know how the future will be better from the past.

Clarify how the changes you

want to make will have positive effects on people moving forward.

No person can single handedly make change happen.

Build a group with enough

power to lead change, who trust one another and have the expertise and credibility in their fields to ensure the changes you want to implement are carried through.

The more people who buy-in to your vision, the more chance you will successfully change.

Talk about what “we” are going to change and why “we” need to do it. Keep it simple, jargon-free and to the point.

Make sure that you take away any obstacles from letting people do their best work to help your business change.

The more ‘extra’ stuff

someone has to do before they produce the results you need, the longer and less likely the change will take place.

The more successes you can celebrate, the more of a drive people have to make the ultimate end-goal easier to achieve.

It's clearly visible! Large numbers of people can see themselves that the result is real and not just a "hype.“

It's not open to more than one interpretation. There is little argument over the call.

It's directly connected to the change effort.

There will always be resistors to your efforts, even when you start making progress in changing things.

Change takes time, it takes even longer for that change to embed into the roots of your business.

Find new ways to sustain the new culture you have worked hard to build. You will have to keep proving that new ways achieve better results than the old ways

Create a sense of urgency Create the ‘guiding coalition’ Develop a change vision Communicate the vision for buy-in Empower broad-based action Generate short-term wins Don’t let up! Make it stick

Person versatility Learning curve Deliver under pressure Influencing the surrounding

factors with positive impact of new change

Being a Catalyst for a change

Continuous Measurement to understand our own Benchmark

Being brand ambassador of a change

Establish a process or system to track and monitor the change

Definitely look for an improvement from current new change

Accept the fact that every change will undergo a Change in course of time

Celebrate the success and enjoy

Simple Definition What is Change? Examples Myths about Change Preparation to face Change The CAN DO Attitude General Challenges to handle Kotter’s 8 Steps Success Factors Sustenance Techniques

Change is inevitable Change is powerful based

upon your attitude and acceptance towards a change

Track , Measure and Improve till you see any positive results

Ready to change a change if necessary

Resistance to change is human so you need to come out of this mindset

Q & A

The challenges of change : Today Business Drivers – Michael Managing change - AncarB