Change is a constant in nature, it is the only thing that has been maintained throughout all of our reality.
Before starting the change, this must be with purpose and reason, it is prudent to answer these questions:
• Why change?
• Why change?
• What is the direction of change?
• The challenge for organizations is to understand what is happening.
• The organizational structure and change: breaking feudalism and
"kingdoms".
• The job is to create the structure that he can add value to.
• The role of senior management, brave and determined.
Manage resistance:
• Make a psychological adjustment, prepare positively, and participate in change.
• Adjusting to change through adaptation.
• Analyze stress levels.
Personality Profile:
(what is the individual capacity to handle change)
• Based on the Myers Briggs personality indicator.
• Positive people willing to collaborate must participate in the change.
Resistance to change: It
can manifest itself in different ways and at different levels of analysis, whether individual, group or organizational.
We can mention eight primary forms of resistance that occur at different levels of analysis. They are:
• Confusion: it is difficult to visualize the change and its consequences.
• Immediate criticism: At the simple suggestion of any change, a denial towards it is demonstrated, regardless of the proposal.
• Denial: There is a denial to see or accept that things are different.
• Hypocrisy: Demonstration of conformity towards change when in reality you are internally in disagreement.
• Sabotage: Actions taken to inhibit or kill change.
• Easy agreement: There is an agreement without much resistance on the change, although there is no commitment in said agreement.
• Deviation or distraction: The change itself is avoided, thinking that perhaps in this way it will be forgotten.
• Silence: It does not allow the individual to promote new methods of work or organization. The transition always turns out to be difficult.
change
Conference of Change
www.youtube.com/watch?v=EwlaqCTPDtU
By: Estanislao Bacharach https://www.youtube.com/watch?v=q2RcR0H36c8
How to train your brain to abandon bad habits
Types of Personality: Type of Employees:
• He doesn't care about his job: only excuses.
• Apathetic with the results of their work.
• Conformist has no projection into the future.
• In accordance with everything
• Committed
• Passionate: you agree and committed
Your brain and bad habits
This need is based on the vision of the organization for better administrative, social, technical and improvement evaluation performance.
When to make changes in the organization:
• Product of good planning
• Plan defects, risks
• Identify problems and errors that the current organization.
• Focus on the consequences of change.
1) Assessment of the environment:
Identify the four factors of the environment that are mainly responsible for stimulating organizational change; these are the clients
- the technology the competitors the workers
Other factor: globalization
2) Determine the performance gap:
A performance gap refers to the distance that separates what the organization is doing from what it wants to do.
When managers determine the performance gap they can present a clear answer to the question, What's wrong?
3) Diagnosis of the organization's problems:
The purpose of the organization's diagnosis is to identify the nature and extent of the problems to gain insight into the reasons for the performance gaps before taking action.
It answers the question, Why are there performance gaps?
4) Articulate and communicate a vision of the future: Efforts to produce change that are successful are guided by a clear vision of the future.
As long as leaders have not formulated a clear vision and convinced others to join them in pursuing that vision, they will not be able to generate enthusiasm.
5) Develop an action plan:
While investments in planning often produce significant improvements in productivity, many companies initiate activities to produce significant change without an immediate integrated action plan.
6) Anticipating and reducing resistance is a priority.
7) Monitoring of change:
As the change process unfolds, managers must monitor employee reactions and also results.
• Employee stress measures:
• Customer satisfaction,
• New product development, •• Market share,
• Profitability and other results.
in order to be able to assess the short-term consequences and also the long-term ones.
Thanks! Prepared by: Ing. José Luis Almonte D.
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