Change Management Presentation: What Are Your Thoughts and Feedback?

Hi all,

Enjoy the presentation on change management. Feedback is required.

Nidhi

Hello.

Good presentation, and the example you have used ("Who Moved My Cheese?") links well to the change management concept.

Hi Members,

I would like to request all the members to please make it a habit to award marks to the poster of PPTs, articles, or any material which they read and found useful for themselves and/or think would be beneficial for others. This action would motivate and encourage a member to make contributions to this site for the learning and benefit of all members, including themselves.

Regards,

I remain sincerely wedded to CiteHR,

Satish Kumar Dhanwal

Sr. Manager (HR)

NTPC Foundation, Noida

Hi Nidhi,

I apologize for the incomplete message in my previous communication. I am familiar with Shri Ajay Agarwal, Sr. Manager (HR), and he is acquainted with me as well. It was pleasing to discover that he was your mentor. Were you employed at NTPC at any point? I am a former Management Trainee (MT) of Hindustan Aeronautics Ltd., where I worked for 2.9 years in Kanpur. The working environment was rigid, with communication being inflexible and filled with politics. Subsequently, in January 1983, I explored opportunities at NTPC and found the work environment in Singrauli to align well with my demeanor. I was stationed there until March 1988, after which I was transferred to Rihand, Yamuna Nagar, NCR-HQ, Noida, Dadri, and currently, I am stationed at NTPC Foundation, a Trust established by NTPC Ltd. dedicated to assisting Physically Challenged Persons and Economically Weaker Sections of society. I opted to work with the Trust and remain an NTPC employee, seconded to this role. If you wish to learn more about the Foundation, please let me know. I appreciate your interest in meeting me. I am based in Noida, along with my family. I have two sons: one is an MBA working as a Manager (Products) at ABN Amro Bank, Gurgaon, and the other is pursuing his final year of B.Com (H) at SRCC, Delhi University. My elder son, who is unmarried, has traveled abroad during his tenure with M/s GeMoney. I am keen on keeping in touch with you to enhance our professional growth. I have reviewed your posts on CiteHR today to gain a better understanding of you, and I find them commendable. Kindly forward all future emails to my personal ID: skdhanwal@yahoo.com. Feel free to share your alternate email and mobile number, as I am interested in learning more about you and your family. Looking forward to your response.

Regards,

Yours Truly,

Satish Kumar

Sr. Manager (HR)

NTPC Foundation

Hello :icon1:

It's a good PowerPoint presentation you have prepared based on "Who Moved My Cheese." But, dear, please include its theory as well so that anyone who uses it can understand it properly. It should be presented in the right manner. OK :)

Dear Nidhi,

Your PowerPoint presentations are wonderful, providing a great insight into Change Management. I particularly enjoyed your presentation on the revised "Who Moved My Cheese," as it was much simpler to understand.

Congratulations and more power to you.

Best regards,
Thessa

Hi Nidhi,

I am a new joiner. I loved your work. Change Management is a broad topic, but you have presented it in a remarkably simple way. Thanks for sharing it. If needed, I would be more than happy to share all I have on this topic.

Regards,
Amit Anand

Dear Nidhi ji,

Good concept. Keep it up. But one thing I suggest unnecessary changes cause harm for the career. If the environment is suitable, we need not change. There are ups and downs; we have to face the problem if it comes. "A soldier should not see the back, chase, fight, and win." Of course, I am not objecting to your view. A positive change is always good for development.

Regards,
PBS KUMAR

The PowerPoint presentation is really very good. "Who Moved My Cheese" is a very good book. I read it a long time ago and prepared a presentation on change management. Nothing special, but I just wanted to share.

That was a good PPT. However, I do not have much idea of how to give training on this topic. If anyone could refer me to an article that could help me understand Change Management.

Ms. Nidhi,

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Attached Files:
[IMG]https://www.citehr.com/images/attach/ppt.gif[/IMG]_ii_part__change_management_473.ppt (196.0 KB, 7142 views)
[IMG]https://www.citehr.com/images/attach/ppt.gif[/IMG]_i_part__change12_198.ppt (149.0 KB, 6025 views)

Hi Nidhi,

Good presentation and useful to the student community. Keep it up.

May I know from you whether there are any free downloadable articles or literature on the change management? If so, may I get the web address, please?

Thank you.

Dear Belal,

It's crap. How can someone utilize these stupid presentations? Kindly improve your standard in presenting how it should be rationalized and not the flashcards.

Sorry for being abrupt, but could not control it.

Regards,
Belal
HR Consultant

Hi Nidhi,

I must say that both the PPTs are really very good. Please write a trainer's note for each slide for better understanding by the readers.

Regards,
Tanveer Shaikh
Mumbai

Hi Ritu,

Thank you, Nidhi, for the very nice presentation. I particularly enjoyed the second one on change management because it sets the tone for self-change for anyone going through it.

Warm Regards,
Ritu

Hi,

My feedback is as follows:

- Your attempt at change management is good. However, it requires a more subjective approach because it is a major and hot topic in the corporate world.

- Change in every sphere of life is inevitable. Please focus on a specific topic such as organizational restructuring, HR systems and process change, or introducing new concepts in the organization. Highlight the value addition this change brings to the organization. For example, with this change, HR can help increase the share value by up to 30%. Please work on incorporating these aspects into your presentation.

I am not trying to disappoint you with my feedback on your PowerPoint presentation. Please take this as advice, as you seem more than capable.

My suggestion to all is to analyze the subject so that junior members can also learn. Let's encourage our juniors to take on more challenging tasks.

Looking forward to seeing your new presentation with more thoughtful insights.

Regards,
Srinivas
Sr. Manager - HR
Aurobindo Pharma

Hi friend,

This is Basha from Trichy. As we are going to conduct a management meet as part of the Master of Business Administration, we will be organizing nearly 10 games. The HR Game is one of them. Since it is a new event, we are unable to execute it effectively. We need your valuable ideas and suggestions to make this event a grand success. This is a major concern for us, the Human Resource People.

I hope for your valuable reply. Please send your ideas and suggestions to my email id abs_basha@yahoo.com.

Thank you very much.

I think it is a great PPT on Change Management because it is very useful for me. I work as a training manager in an insurance company, and in today's volatile market where employees are feeling frustrated, it can be challenging to sustain. This presentation has been incredibly helpful to me, and I appreciate it greatly. Thank you.

Nidhi,

Nice set of slides but needs more work for this to be useful as a teaching tool. Part 1 required the reader to have read 'Who Moved My Cheese' otherwise the slides would need a lot of explaining. Part 2 seemed to be just a collection of quotable quotes on change - unless they are the key themes from another book on change with which I am not familiar.

For both part 1 and part 2, the reader would accept the doctrines/theories on change given in the slides and then promptly forget what they have read - unless they have a 'story' or case study that would act as a hook or anchor. Just my views.

Hi Nidhi,

I came looking for a PPT on Change Management for teachers at a school in Mumbai, and guess what? Your PPT happened to me! It was good and helped me work for my workshop. Thanks a lot.

Warm regards,
Pallavi

Hi,

Change Management:

Change management is the process of developing a planned approach to change in an organization. Typically, the objective is to maximize the collective benefits for all people involved in the change and minimize the risk of failure of implementing the change. The discipline of change management deals primarily with the human aspect of change and is therefore related to pure and industrial psychology.

Some of the Potential issues concerning the successful Change deployment process:

1. The House (Of Quality) Needs Foundations

Underestimating the need for a support structure can be a big mistake in the process of deploying Lean or Six Sigma. It is important to first assess the gap between your current state and the future desired state. This activity produces a list of things that need to change and, in addition, those that need to be positively reinforced. In the change process, this is not an either/or proposition. Both need to be done. As an example, if one has the fortune of having an army of talented Black Belts but a broken Champion support system, the program can fail in a heartbeat. Again, if both are present and yet, executive support is absent, then that can lead to disastrous results for a program as well.

The role of a consultant is potentially huge in this case. The superior knowledge base can be helpful in foreseeing roadblocks and addressing them at the very outset.

2. Speed Can Be An Illusion

One common trait of all change initiatives is that they go through a series of necessary steps that have their own lead times. Failing to recognize this fact often leads to skipping essential activities that only create an illusion of speed and never produce desired results.

Sticking to an overall game plan and building steady momentum over time brings change that is more coherent and permanent than islands of excellence resulting from scattered activities.

3. Sustaining A Shared Vision

Most executives do a good job of communicating a strong sense of urgency to effect change and move people out of their comfort zones. This often launches a flurry of activities in the right direction to start with. However, sustaining the quality and level of activities is a different ball game. For the abstraction that is called business, it requires more than organizational structure, incentives, and job descriptions to have a multitude of people work in a concerted manner towards a common objective—it requires a shared vision. It is one in which everybody has a role to play, everybody clearly understands his or her role, and everyone knows "what is in it for me?"

Having a shared vision and communicating it well are essential in galvanizing a workforce to come together and stay together during the process of change.

4. New Vision, Old Constraints

Doing the same old thing and expecting different results is the definition of insanity. As much as new tools and a new roadmap empower people to do things differently, systemic constraints—be it organizational structure or reward system—if not addressed adequately can seriously damage the credibility of the effort and make cynics out of employees.

Actions to confront big roadblocks early in the deployment phase can do the magic of boosting morale and providing momentum to overcome psychological hurdles throughout the organization.

5. Show Me The Money

In all fairness to the shareholders, every initiative should aim at producing measurable economic benefit to a business. Care should be taken to ensure that there is a correlation between the metrics used to monitor improvement efforts and the bottom line. This may warrant adjustments to the accounting procedures to enable the identification of reform opportunities, drive the right activities, and calculate project benefits consistently. In many cases, gains are realized only after a series of project segments (like a step function).

It is important in such cases to make sure that cost accounting doesn't disincentivize the very activities that culminate in a breakthrough.

6. Success Breeds Success

Every large initiative can appear potentially daunting and overwhelming if not split into manageable chunks. A process always runs the risk of losing steam if there are no short-term goals and short-term wins defined. Short-term wins create enthusiasm and confidence amongst people and aid in team building.

This makes the ultimate goal look realizable to participants and helps garner support even from those who have been erstwhile resisting change and sitting on the sidelines.

7. Leaders Wanted

More often than not, management is incentivized to minimize risk and preserve the status quo. Change, on the other hand, requires the creation of a new state of business, which naturally requires leadership. A paralyzed decision-making process (often the biggest impediment to change) is a symptom of having too many managers and not enough leaders.

Great leaders transform cultures and stimulate breakthroughs. It is vital to have a good number of them on one's side as champions of the renewal process.

Thanks & Regards,

Sudhir Singh Rawat
9821443636
Mumbai

Hi all,

I need to create a questionnaire. It would be great if you could help me.

The topic is "Why do people posted at a site have more role clarity than those working in the office?" What could be the probable reasons for that? Please help me in formulating the same.

Regards,
Dhara

Very good presentation on change management. Could you provide me with information on HRM and change management?

By Shaik

Anyone can provide me with notes on the implications of globalization on HRM functions and functionaries.

Shaik

Hi friends, I found this beautiful presentation on Change Management. Enjoy!

HARSHA. B.N

Dear Nidhi, the PPT presentation on CHANGE is really enjoyable. This has opened my eyes, and now I am truly practicing change while keeping my core values intact. There have been bitter wranglings with my employer for the last 3 years, which have culminated in an unhealthy relationship. This presentation will lead to a Damage Control Exercise on my part, and I am sure it will yield the desired results in the days to come. Thanks again, and please keep posting other PPTs. Next time, please embed PPTs with suitable sound effects, if possible, as it will enhance their effectiveness.

Regards,
Ratilal Vasaikar
Pune.

Hi all,

You may find the attached article of interest. It is a short summary of "Diffusion of Innovation," a book by E. Rogers. It has helped me over the years plan projects in Canada. Hope someone finds it helpful. I would highly recommend the book.