The Hard Side of Change Management .pptx

The dark side of change management.
Major pitfalls of change management.

1. By Harold L. Sirkin , Perry Keenan , Prepared by Jahangir Malik The Hard Side Of Change Management

2. Why Transformation Efforts fails? Managing Change is tough Managers do not focus on appropriate resources Many managers only focus on soft issues e.g culture, leadership,& Motivation But these issues are not success symbol Managers must also focus on hard issues Because soft factors do not directly influence Change process

3. Why Org. focus on hard factors .? On the basis of certain characteristics organizations must follow hard issues : Companies can measure them in direct or indirect ways Companies can easily communicate their importance within and outside the organization Businesses are capable of influencing those elements quickly

4. W hat are hard factors of Org. ? Hard factors of organizational transformation are 4 in nature : These are regarded as DICE which means : Project Duration :The time between project review Performance Integrity : The capabilities of project team The commitment : of both senior executives & staff members Efforts : that employees must make to cope with the change

5. Project Duration Review Duration of different projects Long projects : reviewed frequently than short projects Complex projects : fortnightly Familiar projects: every 6 to eight weeks How to measure the duration of Projects ? By Scheduling Milestones Stages into which project is divided for monitoring A good milestone focus on number of tasks that teams must complete Effective milestone describe achievements

6. Performance Integrity The extent to which companies rely on teams of managers, Supervisors , & Staff to Execute Project Project Teams must be smart As they handle wide range of activities, resources, pressures, external stimuli , & unforeseen obstacles Senior executives must interview people in order to construct Right portfolio of skills, knowledge, and Social networks For project’s success recruit people who have problem solving skills and result oriented

7. Commitment of Executives & Staff Companies must boost the commitment of Two types o f people in order to get success the project Group C1: People who must get visible backing from the influential executives Group C2 : Senior Executives & line mangers who delegate responsibilities Effort A doption change create resistance & burdens on Employees Delegate responsibilities w.r.t working capacity Remove nonessential work from employees if they become overburden

8. Creating the framework Creat framework for improving chances of success Develop of Scoring system technique Scoring system grouped Projects into 3 zones Win : suggest that outcome of project is success Worry ; Suggest that project’s outcome is hard to predict Woe : Suggest that project is totally fail