[Note: This is a partial preview. To download this presentation, visit: https://www.oeconsulting.com.sg/training-presentations] Change is the only constant in the work environment today. For change to be successful, it has to be effectively managed. To achieve this, it is essential that both the technical and human sides of change be addressed throughout the change process. This change management presentation covers a wide range of the key concepts and principles that are critical to change management. It includes a simple four-step change management process that is applicable to all industries and various types of change programs and initiatives (e.g. digital transformation). Also included are important frameworks/models, methods and tools that can be used to improve the understanding, planning and implementation of change management. This presentation can be used for organizational transformation such as process and technology improvement, behavioral and cultural change, role and organizational redefinition, mergers and acquisitions as well as the re-imagination of the new workplace as a result of the COVID-19 pandemic. LEARNING OBJECTIVES 1. Acquire knowledge on the key concepts and principles of change management. 2. Define the change management process and explore the frameworks, methods and tools for managing change. 3. Identify the challenges and best practices of change management. CONTENTS 1. Introduction to Change Management 2. The Change Management Process 3. Frameworks, Methods and Tools 4. Challenges and Best Practices

1. MANAGING CHANGE
The Holistic Approach to Strategic Change
© Operational Excellence Consulting. All rights reserved.

2. © Operational Excellence Consulting
LEARNING OBJECTIVES
2
Acquire knowledge on the
key concepts and
principles of change
management
Identify the challenges
and best practices of
change management
Define the change
management process and
explore the frameworks,
methods and tools for
managing change
NOTE: This is a PARTIAL PREVIEW.
To download the complete presentation, please
visit: https://www.oeconsulting.com.sg

3. © Operational Excellence Consulting
CONTENTS
3
INTRODUCTION TO
CHANGE
MANAGEMENT
THE CHANGE
MANAGEMENT
PROCESS
FRAMEWORKS,
METHODS &
TOOLS
CHALLENGES &
BEST PRACTICES
01 040302

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“It is not the strongest or
the most intelligent who
will survive but those
who can best manage
change.”
CHARLES DARWIN
4

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70%
of change programs fail, most often due to
resistance from employees
5Source: McKinsey

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SOME STATISTICS ON CHANGE MANAGEMENT
6
CEOs recognize the need
for culture change to
support a digital initiative
CIOs say that culture
change is their biggest
barrier to successful digital
transformation
Change/Business leaders
say navigating change
fatigue is a common
frustration
Change leaders say
employees are disengaged
and exhausted from
business transformation
Change leaders say
organizational structure
and systems are
constraints to success
Employees say their
organizations were
effective in inspiring them
in business transformation
42% 46% 51%
49% 41% 39%
Sources: Gartner, Gallup & Gagen MacDonald

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Change does not happen overnight
after a CEO’s weekly “sermon”

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People are the greatest source of
resistance to change, therefore
change must involve people

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WHY IS CHANGE IMPORTANT IN AN ORGANIZATION?
9
Changing global
economy
Developing a culture
of innovation
Take advantage of
growth opportunities
Challenging the
status quo
Customer needs are
constantly evolving
The ever-changing
world of technology

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THE ORGANIZATIONAL CHANGE ICEBERG
10
VISIBLE
ORGANIZATIONAL
CULTURE
Perceptions
Stories
Unwritten Rules
Tradition
Shared
Values
Beliefs
Vision
Strategy
Structures
Shared
Assumptions
Norms
Feelings
INVISIBLE
ORGANIZATIONAL
CULTURE

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CHANGE MANAGEMENT vs. DIGITAL TRANSFORMATION
11
The process of integrating digital
technology into a business – a
transformation that can impact
technology, culture, work
environment and more.
The process of directing,
administering and managing
organizational changes.
CHANGE
MANAGEMENT
DIGITAL
TRANSFORMATION

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EXAMPLES OF BUSINESSES THAT FAILED TO ADAPT TO CHANGE
12
Photographic film market
disrupted by digital
photography.
Ignored touch screen
based technology and
lost market share in
mobile market.
Movie rentals disrupted
by online video
streaming.
Focused on media and
undervalued the
importance of search.
Sales of physical books
disrupted by sales
through Amazon and e-
reading devices.
Limited to uploading of
songs instead of enabling
people to connect through
more than just music.

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FORCE FIELD ANALYSIS MODEL FOR CHANGE
13
Current
Situation
RESTRAINING FORCES
FOR CHANGE
DRIVING FORCES FOR
CHANGE
Obstacles to change.
These forces should be
removed or reduced.
Positive forces for
change. These forces
should be strengthened
or increased.

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MARTEC’S LAW:
TECHNOLOGY CHANGES
EXPONENTIALLY,
ORGANIZATIONS CHANGE
LOGARITHMICALLY
14
Technology changes
exponentially
Organizations change
logarithmically
Technology management
is deciding which
changes are adopted
?
?
Source: Scott Brinker © Operational Excellence Consulting

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TWO SIDES OF CHANGE
15
Technical side (“hard
factors) includes
strategy, structure,
process, systems and
technology
Human side (“soft
factors”) includes
culture, communication,
skills and leadership
modelling
TECHNICAL HUMAN

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“When dealing with people,
remember you are not
dealing with creatures of
logic, but creatures of
emotion.”
DALE CARNEGIE
16
Author of “How to Win Friends & Influence People”

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WHY DO PEOPLE FEAR CHANGE?
17
“Will I be
neglected?”
“Will my job
become
redundant?”
“What is going
to happen?”
“Will my
department be
downsized?”

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RESISTANCE TO CHANGE
18
Organizational
resistance to change
Individual
resistance to change

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USING THE CHANGE CURVE TO REDUCE NEGATIVE CONSEQUENCES &
ACCELERATE CHANGE
19
The Change Curve
Positive
Negative
Impact
Reducing Negative
Consequences
Accelerating
Change
Managed Change
Unmanaged Change

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METHODS OF OVERCOMING RESISTANCE TO CHANGE
Education &
Communication
Participation &
involvement
Facilitation &
Support
Negotiation
Manipulation &
Co-option
Coercion

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● It is key to understand and
leverage is the rate and pace
at which people adapt to
change
● Focus time and efforts on the
Middle / Late Enrollers.
Don’t waste time on Slugs /
Die Hards. You won’t
persuade them in 100 days!
● Let the Initiators & Early
Enrollers help you promote
the change
THE ENROLLMENT CURVE DEPICTS THE TYPICAL RESPONSES TO
CHANGE
21
5% 15% 30% 30% 15% 5%
Middle
Enrollers
Late
Enrollers
Early
Enrollers
Initiators
Slugs
Die
Hards
Critical Mass Direction of Enrollment
Source: Based on Atlanta Consulting Group, Inc.
The Enrollment Curve

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When it comes to change
management, internal
communication plays an even
more critical role today
22

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1. Lead with the culture
2. Start at the top
3. Involve every layer
4. Make the rational and emotional
case together
5. Model the new behaviors
10 GUIDING PRINCIPLES OF CHANGE MANAGEMENT
6. Engage through constant
communication
7. Lead through authority and
influence
8. Leverage formal (“hard”) solutions
9. Leverage informal (“soft”) solutions
10. Assess and adapt
23
Source: Adapted from Strategy&/Katzenbach
Center survey, 2013

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CHANGE MANAGEMENT: OVERVIEW OF THE DETAILED STEPS
24
Evaluate
Effectiveness
Monitor
Progress
Plan & Launch
Program
Analyze Current
Situation
CHANGE
MANAGEMENT
PROCESS
1. ANALYZE CURRENT SITUATION
1.1 Identify reason for change
1.2 Assess readiness for change
1.3 Assess impact of change
1.4 Identify gaps
1.5 Gather feedback
2. PLAN & LAUNCH PROGRAM
2.1 Define change strategy
2.2 Set up change infrastructure
2.3 Create awareness and get buy-in
2.4 Develop and communicate plans
2.5 Develop skills
2.6 Launch pilot project(s)
4. EVALUATE EFFECTIVENESS
4.1 Review results
4.2 Share success stories
4.3 Provide follow up support
4.4 Reward and recognize
3. MONITOR PROGRESS
3.1 Monitor change process
3.2 Overcome resistance to change
3.3 Assess behavioral changes
3.4 Measure effectiveness
3.5 Provide support
Change Management Process

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“Insanity is doing the same
thing, over and over again,
but expecting different
results.”
ALBERT EINSTEIN
25

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training and consulting firm that assists organizations
in improving business performance and effectiveness.
Based in Singapore, the firm’s mission is to create
business value for organizations through innovative
design and operational excellence management
training and consulting solutions. For more
information, please visit www.oeconsulting.com.sg
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