managing change

Managing Change v1Sreeram Kishore Chavali

Feedback? Send email to cskishore @ gmail dot com

∗ Awareness is key

∗ Change is always happening and awareness helps

∗ Understand and deal with change in a better way

∗ Develop skills to deal with change

∗ You cannot wish ‘Change’ to go away by ignoring

Meet ‘Change’

∗ Personal Life

∗ At Work

∗ Society/Community

Where?

∗ Positive Change

∗ Less resistance

∗ Generates positive energy

∗ Mostly Negative Change

∗ Threatens

∗ Causes problems

∗ Mixed Change

∗ Some positive outcomes

∗ Some negative outcomes

Flavors of Change?

Change Triggers

People

• New leaders, team members joining

• Leaders, Team members leaving

• Change of responsibilities

• Promotion

• Transfer

• New Job

Expansion/Reduction

• Product

• Location

• Unit

• More..

Process

• New Process

• Change of Process

• Obsolete a process

• More..

Change Trigger & Flavor Duration for Stability/Completion

Change of CEO PeopleMixed

6-12 months

New Product People, ProcessPositive

6+ months

Promotion PeoplePositive

1-3 months

Retire a product, business unit

PeopleMostly Negative

3+ months

Examples

∗ List 5 to 10 changes in your recent experience

∗ Categorize them as People, Process or Both

∗ Define Change Type as Positive, Mixed, Negative

∗ Define Anticipated duration of change Vs Actual

∗ What happened?

∗ What could have been done differently?

Exercise

∗ Always happening ∗ Harder to manage than process changes∗ How to fill the ‘void’? Or deal with new ‘energy’?∗ Who is impacted most?∗ How are they coping?

∗ With news of change∗ Immediately after the change∗ Some time after change

∗ What is ‘support’ system for people?∗ Help people to get through this ‘safely’

People

∗ Business Unit

∗ Creating new one

∗ Closing existing unit

∗ New Product

∗ Building new product

∗ Dropping an existing product

∗ More…

Expansion/Reduction

∗ Triggered based on what is working and/or what is not working

∗ New rules, forms, checkpoints

∗ More…

Process

∗ Clearly identify what is changing?

∗ Communicate the ‘change’ – to everyone, loud and clear

∗ Before – What am I seeing now

∗ After – What I will see later

Create a vision

Follow the Process

∗ Don’t underestimate impact of change

∗ Avoid too many changes at same time

∗ Provide necessary support infrastructure

∗ Clearly identify stability/completion

∗ Plan for course correction

∗ Involve with people with relevant experience

∗ Avoid false sense of urgency

∗ Learn from experience

Recipe for success

Resources