Describe the driving forces for change

Define the role of change agents Identify why people resist changeDiscuss the ways organizations may

overcome the resistance to change

BE ALERT FOR THE FIRST SIGH OF

C H A N G E

Develop Your Early Warning System

Nature of workforceTechnologyEconomic shocksCompetitionSocial TrendsWorld Politics

A dramatic crisisLeadership turnoverStage of life-cycleAge of the organizationSize of organizationStrength of current culture

Individual ResistanceHabitSecurityEconomic factorsFear of the unknownSelective information processing

Organizational resistanceStructural inertiaLimited focus of changeGroup inertiaThreat to expertiseThreat to established power

relationshipsThreat to established resource

allocations

Education and communicationParticipationFacilitation and supportNegotiationManipulation and cooperationcoercion

“The illiterate of the 21st century will not be those who cannot read or write, but those who cannot learn, unlearn, and relearn.”

Alvin TofflerWhat is he saying to us? We

must learn how to change to increase our knowledge.

Change is the single most important factor in business today: every business is an ongoing source of

change. every professional discipline is a process

of change. every fundamental business principle

directs us to change.

Every market force (customers, competitors, technology, regulations, distribution channels, suppliers, etc.) creates change that forces our change in response.

Globalization of markets demands globalization of businesses.

Change with times, or get left behind.

You will be hired to bring about change; not to just maintain the status quo.

You will need to become a change agent.

People who drive change are change agents.

We are all agents of change: Change-agent skills are as important to our

success as our professional discipline skills. The purpose of our jobs is to change what

is possible, as companies and as individuals, by adding value every day.

Driving forces of change are: Technology Nature of the workforce International effects Mergers – competition Economic shocks Social trends

Change is everywhere – it’s constant.

Everyone is affected by change.The pace of change is

accelerating.

If the above is true, why do people and organizations resist change?

We, as leaders, have a responsibility to bring about planned change.

“If we have always done it that way, it is probably wrong.”

Managing today would be more accurately described as long periods of ongoing change, interrupted occasionally by short periods of stability.

Habits – We are creatures of habit.Fear of the unknown.Security – The higher the need for

security, the stronger the resistance.Economic factors.Selective information processing –

We all have our own ideas of what is right.

Group inertia – Peer pressure, group norms.

Security. Threat to established power relationships. Threat to established resource allocations. Limited focus of change – Change affects

others in the organization. Poor communication. Threat to expertise.

Unfreezing

Movement orTransitionRefreezing

StatusQuo

DesiredState

RestrainingForces

Driving Forces

Three options to bring about change: increase the driving forces. decrease the restraining forces. do a combination of the two approaches.

Education and trainingParticipation and cooperationSupportEconomic incentives Increased communicationNegotiationCoercion – Forcing

Structure – Change agents can alter one or more of the key elements in an organization’s design.

Technology – Competitive factors or innovations within an organization often require change agents to introduce new equipment, tools, or methods.

People – Change agents help individuals and groups within the organization work more effectively together.

Physical Settings – Change agents can affect their environment.

Resistance is not all bad. Resistance:

forces management to check and recheck the proposals.

helps identify specific problem areas where change is likely to cause difficulty.

gives management information about the intensity of employee emotions on the issues.

provides a means of release of emotions. This causes employees to think and talk more about the changes.

“The trouble with the future is that it usually arrives before we’re ready for it.”

Arnold H. Glasow

Anticipate Change

Monitor Change

Adapt To Change Quickly

change

Enjoy Change!

Be Ready To Change Quickly And Enjoy It Again

the end…. or is it a new beginning?