CHANGE MANAGEMENT AND INNOVATION
Abiud Moronge Machogu
INTRODUCTION TO CHANGE MANAGEMENT
Change will not come if we wait for some other person or some other time. We are the ones we've been waiting for. We are the change that we seek.
-Barack Obama Barack
• In today’s dynamic environment, managing change and innovation is key • Organiz ations must embrace many types of change • Today’s successful companies continually innovating are
• Organiz ational change requires the adoption of new ideas and/or behavior • Many organi zati ons stru ggle changing successfully…. . w i th
• Change is Inevitable! • Organizations -- and
Managers -failing to plan for, anticipate, and adapt to change are unlikely to survive in the long-run.
What is Change?
• Change is the loss of something familiar. • People are generally uncomfortable about change, even change in apparently minor matters. • If small changes can cause uneasiness, large changes can cause considerable stress, and as a manager, you will no doubt have to deal with both.
Two types of Change: Reactive Vs Proactive • Managers deal with two types of changes:1. Reactive: Responding to Unanticipated Reactive: Problems & Opportunities. Opportunities. Reactive change is making change in response to problems or opportunities as they arise. In responding to surprises, arise. there is usually less time to get all the information and resources needed to adequately manage the change, and serious mistakes may be made. made.
2. Proactive: Managing Anticipated Problems or Opportunities Proactive change or planned change involves making carefully thought-out thoughtchanges in anticipation of possible or expected problems or opportunities
• Change can also be defined in terms of the si gni fic ance and s peed of c hange . A common distinction is made between –step change and –incremental change. Incremental change Step change Dramatic or radical change in one fell swoop Radical alteration in the business Gets it over with quickly May require some coercion Ongoing piecemeal change which takes place as part of an organization' s evolution and development Te n d s t o b e more inclusive
How people react to change
• These reactions apply to people at all levels and status. 1. Resistant Not all resistance to change is Resistant: so confrontational and direct. Resistance can also be passive in people who refuse to accept re-training or cannot accept new ideas and approaches. Extreme passive resistance can be seen in people who refuse to engage in conversation with those who have proposed a change.
2. Indifferent: The indifferent person often Indifferent: believes that his or her world will remain unchanged and that someone else will be affected or will do what is necessary. 3. Receptive and open: These people are open: receptive to new ideas and prepared to embrace the reality of a situation recognizing what needs to be improved or done differently.
Why do so many people respond so negatively to change? • Positive elements of change can include the creation of a better set of circumstances, the fun of being involved in something different, the opportunities presented from a new venture or means of employment. • However in the short term change can also mean loss, discontinuity, and the destruction of a familiar and "safe" way of life.... "the good old days". Consequently feelings of insecurity, a lack of trust in the hierarchy, lack of understanding, a lack of trust and fear of the outcome
What is Change Management?
Def: Def:- Change management is a strategic activity aimed at getting the best outcomes from the change process. Change management is a term used to refer to the introduction of new processes in an organization, or the management of people who are experiencing change.