Managing Change Effectively

Arun Kumar S.Davay

arundavay@gmail.com
 Managing change
ORGANISING RESISTANCE
FOR CHANGE TO CHANGE

Managing
The
Change

ATTITUDES CHANGING THE

AND CHANGE CULTURE
 Organising for Change

Department
Department
Team Management
Staff
 Changing the Culture
Be Participative than Directive:

D.E.A.L
PROVIDING
HELP- P.R.I.D.E COMMUNICATION

A.S.K INITIATING
CHANGE F.E.A.R & F.E.A.R

EARLY
INVOLVEMENT
TURNING PERCEPTIONS ECONOMIC
OF THREAT INTO INCENTIVES
OPPORTUNITY

It helps to develop an adaptive learning capacity within the organisation

 "It is not the strongest of the
species that survives, nor the most
intelligent that survives. It is the
one that is the most adaptable to
change."   
 Attitudes and Change
“Every time the world discourages you, tell the
world “I’ll prove you wrong”

Every time the world encourages you, tell the

world “I’ll prove you right”.
Three Phases of Change

Current Transition Future

State State State
 Current State
• Employees generally prefer the current state

Current Transition Future

State State State
 Future State
• The future state is unknown to the employee.

Current Transition Future

State State State
 Transition State
• The transition state creates stress and anxiety

Current Transition Future

State State State
 Attitudes and Change
Negative Cognitive
Attitude Kills All
Your Positive What a person
Skills knows about the
situation

Affective

How the person

ASPECTS OF feels about it
ATTITUDE
Behavioural
How the person
reacts
 Resistance to Change
Identifying support and resistors

Government initiative Institutional / staff inertia

Staff expectation Lack of resources
Staff enthusiasm Financial constraints
Desire to do better Poor equipment
Desire for greater Lack of knowledge of subject
financial reward
Low belief that there is
Examples of good anything in it for them
practice
ADKAR is useful for individual
change management between
supervisor and employees.

Awareness

Desire

Knowledge

Ability

Reinforcement
 ADKAR

– Awareness of the need for change (why).

– Desire to support and participate in the change (our
choice).
– Knowledge about how to change (the learning
process).
– Ability to implement the change (turning knowledge
into action).
– Reinforcement to sustain the change (celebrating
success).
Clear Communication and Excellent Training