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Change Management

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suki k.

on 2 April 2010

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Transcript of Change Management

Change management
Strategies for individual change
Goal setting Strategies for individual Change Why you need an individual change model ?? 1.Successful organizational change only results when individuals are successful at change 2.While we are all different, as human beings we respond to change fairly predictably 3.An individual change model like ADKAR provides the key building blocks for successful individual change (and hence successful organizational change) What if we don't have an individual change perspective? •We do the activities, but do not have the appropriate focus on the individuals undergoing change •We have no way of knowing if we have succeeded Individual change model: ADKAR ADKAR is a goal-oriented change management model that allows change management teams to focus their activities on specific business results The ADKAR model can be used to:
•diagnose employee resistance to change
•help employees transition through the change process
•create a successful action plan for personal and professional advancement during change
•develop a change management plan for your employees
How To use this model? To use the ADKAR model effectively, you will need to understand the underlying framework for change initiatives. Using The ADKAR model Business dimension of change

•Business need or opportunity is identified.
•Project is defined (scope and objectives).
•Business solution is designed (new processes, systems and organizational structure).
•New processes and systems are developed.
•Solution is implemented into the organization.

People dimension of change

•Awareness of the need to change
•Desire to participate and support the change
•Knowledge of how to change (and what the change looks like)
•Ability to implement the change on a day-to-day basis
•Reinforcement to keep the change in place
Goal setting
Locke's Goal Setting Theory Five Principles of Goal Setting
To motivate, goals must take into consideration the degree to which each of the following exists:

5.Task complexity.
1. Clarity
Clear goals are measurable, unambiguous, and behavioral. When a goal is clear and specific, with a definite time set for completion, there is less misunderstanding about what behaviors will be rewarded. 2.Challenge
One of the most important characteristics of goals is the level of challenge. People are often motivated by achievement, and they'll judge a goal based on the significance of the anticipated accomplishment 3.Commitment
Goals must be understood and agreed upon if they are to be effective. Employees are more likely to "buy into" a goal if they feel they were part of creating that goal. 4.Feedback
Feedback provides opportunities to clarify expectations, adjust goal difficulty, and gain recognition. 5.Task Complexity
For goals or assignments that are highly complex, take special care to ensure that the work doesn't become too overwhelming

•Give the person sufficient time to meet the goal or improve performance.
•Provide enough time for the person to practice or learn what is expected and required for success.
What is a goal ? A goal or objective is a projected state of affairs that a person or a system plans or intends to achieve—a personal or organizational desired end-point in some sort of assumed development. Many people endeavor to reach goals within a finite time by setting deadlines. Discussion question

1. What factors influenced your level of goal commitment to this course?. Did your level of goal commitment hang after receiving feedback on an assignment or test?
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