Change Management Models Ppt

Change Management Models Ppt. How to Customize Change Management Model PPT Template Designs 1 Choose the Best Change Management Slides A change management slide deck will typically include a wide assortment of layouts To choose only the 2 Add an Image Background 3 Customize Fonts and Colors 4 Customize a Chart 5.

Developed in 1998 by Prosci after research with more than 300 companies undergoing major change projects Prosci’s ADKAR Model ADKAR is a goaloriented change management model that allows change management teams to focus their activities on specific business results.

Change management models SlideShare

What Is Change Management?Introduction to Change Management ModelsReasons For Failure of Change ManagementWhat Is Needed For Successful Change Management?Final WordsChange Management (CM) is a term used for various approaches used for preparing and supporting change organizations Several change management models are used for preparing and helping organizational teams and individuals implement adapt and manage new technology processes acquisitions mergers etc Change management can include introducing new technology changing to a new production process to reallocating resources restructuring departments and even managing a newly acquired asset Many of the change management models during the 1960s come from grief studies First the similarity between grieving from healthrelated issues was compared with the employees’ mourning during a phase of jobrelated transitions This was later built upon and modified by various individuals including theorist Everett Rogers Julien Phillips who worked as a consultant at McKinsey & Company Jeffrey Hiatt John Kotter and others Below is an overview of 10 famous change management models that organizations have used for effective change management As Maurer 3 Levels of Resistance and Change Model explains change management can fail due to confusion frustration resistance and mistrust among employees Change management can fail when employees are rushed into change without proper transitions or training Similarly when employees aren’t convinced of the need for change they can consider it unnecessary or take it as a burden When organizations fail to win their employees´ trust train them properly to adapt to change don’t have measurable goals or fail to make use of data along the transition process change management fails Change is often met with resistance when organizations don’t plan and foresee possible issues that it can bring It is not only incompetent employees who might resist change An organization’s best performing employees can also be apprehensive of change due to the tremendous effort it might require adapting to the new status quo Some employees might need retraining others might even lose their jobs if the change is too radical The loss of colleagues department rank familiarity or the old routine can all be frustrating and angering for employees This is why successful change management requires understanding and addressing these factors But it’s not just emotions that need to be kept in check Making a new process work merging with another organization or adapting to new technology can result in a lot of trial and error Much of which can lead to disastrous consequences This is why each phase of the change needs to be implemented with careful consideration and planning To Change is a process that should not be rushed Careful considerations regarding the costbenefit analysis risks and possible resistance to change is necessary to understand how to manage it Similarly without winning the trust and confidence of employees change management can be impossible to implement Employees might also need time to emotionally accept the change and consider it as a part of their new status quo before they can adapt and exhibit high energy levels towards their new reality Understanding both the emotional and technical aspects associated with change can help better manage it Leading to successful change management.

Change Management Models for PowerPoint 20 Slides

The Kurt Lewin Change Management Model • Kurt Lewin emigrated from Germany to America during the 1930&#39s and is recognised as the “founder of social psychology” which highlights his interest in the human aspect of change • Lewin&#39s three stage theory of change is commonly referred to as Unfreeze Change Freeze (or Refreeze).