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Failures of Change Management PRESENTED BY:
Change Management
Quality of Change
Initiative
Alignment of
People
Result
Michael Fischer; Kimberly Clark
Failure in the change management can be of two types
1.Quality of change Initiative
2.Alignment of people
Change Initiative
1. Change Initiative Change initiative depends on the process of the change that is taken into consideration
Change process goes through different stages which are:
1. Planning 2. Implementation 3. Evaluation
If these processes are not executed in a clear and concise manner, it can lead to failure in the change management
Planning Implementation Evaluation
Problems in Planning It should be taken into consideration that a proper planning is conducted for the project which includes
Not Clearly identifying the problem No SMART objectives Unclear processes Wrong Stakeholder analysis/ Not conducted Unrealistic timeline
“If you don't know where you are going, you might wind up someplace else.”- Yogi Berra
Problems in Implementation
There are various problems that are related to implementation of the project that can lead to failure of the project which are as follows;
1. poor Implementation of the new process
2. Ineffective use of technology
3. Inability of perform according to need
Problems in Evaluation
Improper Data collection method Improper utilization of data analysis Unrealistic Time management
Limited Budget, Time and resources
Improper time management Improper resource management Limited budget
All these issues can lead to failure of the project
Resistance from People
Resistance from people to accept the change can lead to failure of the problem dramatically
—Enthusiasm—Cooperation—Cooperation under pressure—Acceptance—Passive resignation—Indifference—Apathy; loss of interest in the job—Doing only what is ordered—Regressive behavior—Non-learning—Protests—Working to rule—Doing as little as possible—Slowing down—Personal withdrawal (increase time off)—Committing “errors”—Spoilage—Deliberate sabotage
Acceptance —
Indifference —
Passive Resistance —
Active Resistance —
Spec
trum
of P
ossi
ble
Beha
vior
Tow
ard
Chan
ge
Arnold S. Judson, Changing Behavior in Organizations: Minimizing Resistance to Change
Communication
“Tell me and I forget,Show me and I remember,Involve me and I learn”.- Anonymous
Clear communication is the key to a successful change process
A project can be failed if :
1. Does not clearly communicate the scope, objective and process of the Change management
2. The communication pattern should be cleared at different levels of people.
3. Proper training and development should be conducted if needed
Resistance
People tend to resist the change for various reasons:
1. Fear of Unknown
2. Not ready to challenge themselves
3. Living in a comfort zone
Stakeholder Analysis
• Stakeholders are the key to success for any
change.
• Right selection of stakeholders can lead to the
success of the change while wrong
stakeholders can cause failures
• Power/Interest of people needs to clearly
identify
Training and development
Training and development of the people is an
important attribute to the success of the change of
the people. Different attributes if not considered well
can lead to failure of the change management like:
• Improper material
• Improper trainer
• Improper Communication
Conclusion
Everyone who is part of implementing the change management process is a Change Agent (“seed carriers”).
• Change Management is a challenging process that needs proper planning, execution and monitoring
• It is important to take proper steps in clearly identifying the objectives, Key performance indicators and accordingly manage the change agents to avoid failure
Thank You
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