Leading and Managing Change

1
Leading and Managing Change

• By
• Dhruv Patel
• Isidro Gonzalez
• Briana Novak

2
Background

• A series of articles by Christopher G. Worley,
  PhD.
• Pepperdine University- Graziadio School of
  Business and Management
• Graziadio Business Report
• Address a number of practical, powerful, but
  often ignored principles in managing change.

3
Overview

• What does it mean to manage and lead
  organizational change
• Six things to be aware of when leading change
• Do no harm
• All change involves personal choice
• The relationship between change and performance
  is not instantaneous
• Connect change to business strategy
• Involvement breeds commitment
• Any good change effort results in increased
  capacity to face change in the future

4
Managing and Leading Change

• Managing change has become the Silver Bullet

5
Managing and Leading Change

• Managing change in continuous and ongoing
• Needs careful alignment between an organizations
• Strategy
• Structure
• Process

6
Managing and Leading Change

• Being proactive rather than reactive
• Pitfalls of change
• Often people fall for trendy fads designed for
  quick fixes
• A decrease awareness of what has worked in the
  past

7
Do No Harm

• When issuing change, take holistic approach.
• How is this change going to impact the whole
  system? What are the human implications?
• Be Positive
• Harsh judgment can send inappropriate signal to
  employees
• Often Managers forget about the whole system or
  only change one facet of the business.
• Poor implementation can hurt peoples attitude
  toward future change
• Change will be unsupported, unsuccessful, and
  damaging.
• Can drag down momentum of other systems and
  processes

8
All change involve personal choice

• Managers main vision is the new organization
  change
• Off-site meetings arguing for a new change
• Communicate and formulate a memoranda
• Organization change frequently is resisted
  instead supported
• Involve a variety departments and employees
• Creativity help to inspire your team for the new
  organization change

9
The Relationship Between Change and Performance

• No such thing as instantaneous transformation
• Expecting this often creates cynical attitudes
  among employees
• Change involves 2 things
• Time
• Opportunity to learn

Remember learning is often ineffective
So dont expect performance improvement
instantaneously Give It Time
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The Relationship Between Change and Performance

• Good Example

Practice 6 Days a Week For 1 Day of Performance
Football Teams
Expected to perform every minute of every day
Organizations
Where is the opportunity to practice the new
behavior ever minute of every day?
employees, given good guidance still need to be
able to mess up
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Connect change to business Strategy

• Change should only be pursued with a clear Goal.
• People value consistency
• Frequent change without clear goals lowers
  employee morale and increases cynicism.
• Have consistent communication
• Show employees connection between personal effort
  and the ultimate business goal.
• Routinely changing structure or having poor
  communication creates problems
• Example Microsoft
• Change every 6 months
• Employees only commit to short term results
• Ongoing problems remain, commitment is weak
• lets just try it
• Little explanation
• Upset employees

12
Involvement breeds commitment

• Documented and understand the main idea of the
  change
• But it takes too long
• Managers has to control the speed of the
  commitment
• Managers learn with the change
• Example
• American Healthways
• CEO realized an analysis of the current
  organization structure
• CEO recommend an alternatives
• Involve employees in the analysis

13
Implementing changes to utilize benefits in the
future

• Implement changes in a way that allows an
  organization to be more cable of change in the
  future
• Bad Example (ERP)
• Each member should have a better understanding of
  the process
• Share in the learning so each member is able to
  better implement the changes on their own

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Conclusion

• Organizational change is a strategic imperative
  in todays global and fast paced environment
• Remember
• Do no harm
• All change involves personal choice
• The relationship between change and performance
  is not instantaneous
• Connect change to business strategy
• Involvement breeds commitment
• Any good change effort results in increased
  capacity to face change in the future
• These are the sound principles that shouldnt be
  forgotten in the haste of making progress.

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Source

• http//gbr.pepperdine.edu/052/change.html