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Organizational Change

Informative game-show presentation about organizational change. SPEA V463
by

Cody Aldridge

on 26 March 2013

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Transcript of Organizational Change

From here we can start thinking about what kind of changes we want to implement. Obstacle 1 Obstacle 2 Obstacle 3 Reach your goals Start So you wanna' implement some change? Time constraints
Building Commitment
Leadership Values
Insufficient Resources
Inability to Adapt
Flawed Communication Strategies So let's think about overcoming some obstacles Make the world/your organization a better place Organizational Change Why do we need to change? Consider the following: Here are some examples: Challenges in Initiation Presenters: Definition and How-To Achieve Success! Virgina Westfall, Cody Aldridge, & Jianhang Zhang GAME TIME! ...well kind of CEO Jianhang First: You must assess the organization... ask the questions and consider the following Assess the organization: Determine the current state of business
Be willing to recognize issues in the organization that could prevent change
Evaluate and rank challenges
Document barriers and challenges Questions to ask oneself: Traits to look for to make sure your organization is ready for change: Executive Participation and strong sponsorship
Clearly defined roles, responsibilities, and ownership/accountability across the organization
Willingness to provide adequate training at all levels
Employee population capable of adopting change
Commitment to address organization change management Second: Why does the organization need change?
What kind of change does the organization need? Can each employee change and adapt to the process?
How will employees react to change?
How will the organization respond to the change?
Will there be resistance? More Questions: Identify the purpose... what is driving the need for this change? Identify Driving Forces for Change Technologically behind? New competitors? Workplace incivility? Desire to do bigger and better things? New Government Regulations? General Need for Improvement? ...and there could be many, many more so on and so forth Directions: what type of change/strategy should we use? Types of change: ...and let's not forget! Lack of employee support! Un-supportive employee CHANGE IS NEEDED, BUT.... structure change culture change business process change Reasons for Employee resistance might not have the right skills for change may be afraid of change change might make their jobs harder change might put job at stake lack trust in your leadership wounded by previous change attempt might not understand the purpose for change etc. etc. etc. Employee resistance
make the employee feel included
ask for opinions
encourage questions
Management Communication
training
follow up
Inability to Adapt
implement small changes at a time
extra training prior
Insufficient Resources
make sure money, employees, and time line up with the plan
reevaluate change An example of a good strategy for Effective Change Understand previous change initiatives
Involve top leadership
Identify people who might be potential stumbling blocks or champions
Map out change process
Construct an effective communications system Before: Provide adequate support and development for line managers to lead employees through the change
Provide coaching for managers who still need help
Measure the success! During and After: Knowing Success! Strong executive sponsorship
Strong Project Leadership
Strong Business Process Ownership Alignment and Agreement with the business case across affected groups or divisions
Organization's willingness to adopt change
Effective Training Some signs that change has been achieved in your organization: Some additional actions for success! Mobilize Business Manage Everyone's transition Prepare people to perform Recognize change management is an art and a science Take advantage of the wisdom of others Rise up and find a new seat. Sit next to someone new, change tables, or try sitting in a spot you haven't sat in all semester. be prepared to answer questions.... There may be prizes involved! Strategic Change
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