CHANGE PROCESS

• Unfreezing
• Moving
• Re-freezing
HTTPS://WWW.YOUTUBE.COM/WATCH?V=SQSSFFE
HIDM
3 STEP MODEL OF CHANGE MANAGEMENT

https://www.youtube.com/watch?v=kerDFvln7hU
FORCE FIELD ANALYSIS

• Force Field Analysis is a useful technique for looking at all the forces for and against a
decision. In effect, itis a specialized method of weighing pros and cons. By carrying out the
analysis you can plan to strengthen the forces supporting a decision, and reduce the
impact of opposition to it.

https://www.youtube.com/watch?v=Rwpp53uq1o8
• A software company is planning to embrace the hybrid working arrangement for its employees.
There are identified factors that support and oppose the change so management would like to
weigh these and see if they can push through with the plan.
Driving Forces Score Proposed Change Restraining Forces Score

Communication issues (e.g., for

Efficient use of space and
3 projects that always need quick 4
workstations
responses)

Potential burnout (e.g.,

Increased productivity 4 employees working beyond their 4
schedules)

Feeling of isolation (e.g., remote

Better employee Pursuing the hybrid employees finding it harder to
4 4
engagement work arrangement communicate and adapt to new
habits)

Improved company culture 5 Increased reliance on technology 3

Having to redesign existing office

Lowered costs 4 space (i.e., to cater to the changes 2
in the working arrangement)

Total 20 Total 17
DRIVING FORCE

• Driving Forces are forces that are in favor for the change and
support in a direction that causes change to occur.
• They cause a shift in the equilibrium towards change
RESTRAINING FORCES

• Restraining forces are the counter driving forces. They oppose change.
• Restraining forces cause a shift in the equilibrium which opposes change
EQUILIBRUIM

• Equilibrium is a state of being where driving forces equal restraining forces and no change
occurs
• Equilibrium can be raised or lowered by changes that occur between the driving and
restraining forces
• When to Use It:
• It can be used to study existing problems, or to anticipate and plan more effectively for implementing
change. In problem analysis, force-field analysis is especially helpful in defining more subjective issues, such as
morale, management, effectiveness, and work climate.
• How to Use It:
• Step 1
• State the problem or desired state and make sure that all team members understand.
• Step 2.
• Brainstorm the positive and negative forces.
• Step 3.
• Review and clarify each force or factor. What is behind each factor? What works to balance the situation?
Q1. Do force field analysis of the following:

Your Company is planning to shut down the 10,000sft Oshawa production plant and reopen a bigger plant in
Windsor which is 50,000sft and will employ 3x times people. This will have the latest equipment to meet the
new demands of the EV battery car industry. Also as it is next to Detroit where the main GM plant is located
the management feels its easier to operate from Windsor. The Politicians are against this due to public pressure
and unemployment in Oshawa and are refusing to provide you with any incentives on the new plant.

Do a force field analysis of this problem and arrive at a conclusion of whether you operate at Oshawa or
Windsor.
• Kotter’s eight stepmodel is one of the best known:
• 1.Create Urgency
• 2.Form a Powerful Coalition
• 3.Create a Vision for Change
• 4.Communicate the vision
• 5.Remove Obstacles
• 6.Ensure there are short-term wins
• 7.Build on change
• 8.Embed the change in the culture
• Step 1: Create Urgency
• Develop a sense of urgency around the need for change.
• This may help you spark the initial motivation to get things moving.
• This isn't simply a matter of showing people poor sales statistics or talking about increased
competition.
• Open an honest and convincing dialogue about what's happening in the marketplace and
with your competition.
• If many people start talking about the change you propose, the urgency can build and feed
on itself.
• Step 2: Form a Powerful Coalition
• Convince people that change is necessary. This often takes strong leadership and visible support
from key people within your organization. Managing change isn't enough you have to lead it.
• You can find effective change leaders throughout your organization. To lead change, you need to
bring together a coalition, or team, of influential people whose power comes from a variety of
sources, including job title, status, expertise, and political importance.
• Once formed, your "change coalition" needs to work as a team, continuing to build urgency and
momentum around the need for change.
• Step 3: Create a Vision for Change
• When you first start thinking about change, there will probably be many great ideas and
solutions floating around. Link these concepts to an overall vision that people can grasp
easily and remember.
• A clear vision can help everyone understand why you're asking them to do something.
When people see for themselves what you're trying to achievet, hen the directives
they're given tend to make more sense
• .
• Step 4: Communicate the Vision
• What you do with your vision after you create it will determine your success. Your message
will probably have strong competition from other day-to-day communications within the
• company, so you need to communicate it frequently and powerfully, and embed it within
everything that you do.
• Don't just call special meetings to communicate your vision. Instead, talk about it every chance
you get. Use the vision daily to make decisions and solve problems. When you keep it fresh on
everyone's minds, they'll remember it and respond to it.
• It's also important to "walk the talk." What you do is far more
• Important and believable than what you say. Demonstrate the kind of behavior that you want
from others.
• Step 5: Remove Obstacles
• If you follow these steps and reach this point in the change process, you've been talking about your
vision and building buy-in from all levels of the organization. Hopefully, your staff wants to get busy
and achieve the benefits that you've been promoting.
• But is anyone resisting the change? And are there processes or structures that are getting in its way?
• Put in place the structure for change, and continually check for barriers to it. Removing obstacles
can empower the people you need to execute your vision, and it can help the change move forward.
• Step 6: Create Short-term Wins
• Nothing motivates more than success. Give your company a taste of victory early in the change
process. Within a short time frame (this could be a month or a year, depending on the type of
change), you'll want to have results that your staff can see. Without this, critics and negative
thinkers might hurt your progress.
• Create short-term targets not just one long-term goal.You want each smaller target to be
achievable, with little room for failure.Your change team may have to work veryhard to come up
with these targets, but each "win" thatyou produce can further motivate the entire staff.
• Step 7: Build on the Change
• Kotter argues that many change projects fail because victory is declared too early. Real change
runs deep. Quick wins are only the beginning of what needs to be done to achieve long-term
change.
• Launching one new product using a new system is great. But if you can launch 10 products, that
means the new system is working. To reach that 10th success, you need to keep looking for
improvements.
• Each success provides an opportunity to build on what went right and identify what you can
improve
• Step 8: Anchor the Changes in Corporate Culture
• Finally, to make any change to happen, it should be come part of the core of your organization.Your
corporate culture often determines what gets done, so the values behind your vision must show in day-to-
day work.
• Make continuous efforts to ensure that the change is seen in every aspect of your organization.
• It's also important that your company's leaders continue to support the change. This includes existing staff
and new leaders who are brought in. If you lose the support of these people, you might end up back where
you started

https://www.youtube.com/watch?v=1QWiMkXyTP4
SYSTEMS MODEL OF CHANGE

• The Systems Model of Change or Organization-Wide Change lays more emphasis on the
fact that a change must be implemented organization-wide instead of implementing it in
piecemeal
CONGRUENCY MODEL CHANGE

• https://www.youtube.com/watch?v=x_3OlVE1MXk
• The Nadler-Tushman Congruence Model is a diagnostic tool for organizations that
evaluates how well the various elements within these organizations work together. The
result is the identification of performance gaps. These gaps have to be closed in order to
improve the organization's productivity and profitability. The gaps are identified because
the Nadler-Tushman congruence model looks at the way the company processes
information and input from both internal and external sources. Furthermore, it analyses
communication structures to make them process the information as effectively as
possible
CONTINUOUS CHANGE DESIGN MODEL

• https://www.youtube.com/watch?v=zLA4Fb66wDg
• The continuous change process model incorporates the forces of change, the change
process, a change agent, and transition management.