effective adjustment to new environment
TRANSCRIPT
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Presented By:
Abhishek Kumar- D38
Shahjar Jogi- D40
Utkarsh Jaiswal- D41
Naman Bhutani- D42
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Adjustment
Adjustment is a continued process in which a person
varies his behavior relationship between himself and hisenvironment.
Adjustment refers to the degree of harmony between the
person and his environment.
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Characteristics of a well adjusted person
Awareness of his own strengths and limitations.
Respecting himself and others.
An adequate level of aspiration.
Satisfaction of his basic needs.
Absence of critical or fault finding attitude.
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Flexibility in behavior.
The capacity to deal with the adverse circumstances.
A realistic perception of the world.
A feeling of ease with his surroundings.
A balanced philosophy of life.
Characteristics of a well adjusted person
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Why is Executing Change so Challenging?
People will resist change.
We live in an era of perpetual change/unrest.
Weve run out of the resources required to deal with change.
We incorrectly focus an inordinate amount of energy into
trying to make people feel comfortable during a major change.
We focus on getting the change installed and miss realizing
the return on investment expected from the change
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Organization Strategies for Successfully
Realizing the Results in Change
Look for ways to decrease unnecessary demands on
existing resources.
Increase the organizations capacity and resilience for
dealing with the disruption of change
Follow a process for managing change and transition
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Managing Change vs Managing Transition
Changeis the shift in the external situation; the thing that has changed. It can
happen fast.
Transitionis the reorientation people need to make in response to the change.
This can take time.
To be successful in both the implementation and in helping people we need to
manage both the changeand the transition.
A transition management plan is a necessary component of a change
management plan and presumes that the underlying change is being well
managed.
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A well-managed change ensures that
There is an identified Executive Sponsor for the change
Leaders understand the shifting roles of Sponsors, ImplementersAgents and Advocates during change
Change teams are set up as needed (e.g. implementation, transition,
communication, etc.) The need for the change has been effectively established and
communicated to everyone more than once using a variety ofmedium.
The impacts of the planned change - indirect, as well as direct - have
been identified and communicated. Those who will be impacted by the change have been involved in the
planning, or at the very least, will be involved in its implementation.
The details of the implementation are generally understood as theyemerge and are modified to fit changing circumstances
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Roles During Change
Sponsor
Executive or Initiating Sponsors Sustaining Sponsors
Implementer(s) or Target(s)
Change Agent
Advocate(s)
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Sponsor
The person with the authority to make a change happen.
Has direct authority over the individuals who willimplement the action or change.
Has access to and/or control over the resources (money,time and people) needed to implement action or change.
Has a clear vision, identified goals and measurableoutcomes for the change initiative.
Executive or Initiating Sponsorsusually the topexecutives in the organization and
Sustaining Sponsors usually those who are responsiblefor sponsoring the change in their own areas or units.
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Implementer(s) or Target(s)
The people who are authorized to implement the change(and often are also expected to change something about the
way they are doing their work). Have direct line responsibilities to the Executive or
Sustaining sponsor. Most effective when they clarify their questions and
concerns about what is expected with their Sponsor at thebeginning of a change
Provide sponsors with information about issues that mightblock or impede success thereby providing an essentialfeedback loop in the system
Requests necessary resources that leverage and reinforcesuccess)
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Change Agent
Can work with both the sponsor and the implementers butdoes not take on their roles (e.g. functions as a Consultantor Coach).
Can be internal or external to the organizations Is focused on helping the sponsor and implementers stay
aligned with each other
May act in a number of roles - data gatherer, educator,advisor, facilitator or coach in order to aid sponsors andImplementers in achieving success.
Must be sponsored to work with the Implementers orTargets - has no direct-line authority over theImplementers or Targets.
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Advocate(s) Has a good idea and is in search of a sponsor
Can occupy any role in the organization Most effective if they show how their idea is
compatible with issues important to the Sponsorschange projects and goals
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Steps for Managing Change
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Model for Managing Transition
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What You Can Do at Each Stage
Individual Leader/Manager Look for signs of upcoming
changes that may affect you
Find out all you can about
personal transition Develop skills that will help you
better deal with change and
transition
Help people look for signs of
upcoming changes Offer people training in dealing
with change and transition Develop skills that will help you
better lead people through
change and transition
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Helping People Deal with Denial
Suggested Actions for Individuals Suggested Actions for Leaders Listen, listen, listen pay attention to what you
are hearing Seek the information you need to deal with the
changes Ask questions to find out what is changing and
what is not Decide how this change might impact your life,
and your work.
Knowledge and Skills: Personal Transition Grieving process
Communication skills
Clearly explain:
the change without denigrating the past why change is needed what is over and how people will be affected what will not change Ask for reactions Listen, listen, listen pay attention to what you
are hearing Show caring and concern Respond to questions, clear up any
misunderstandings, and acknowledge
objections Acknowledge losses Allow people time to grieveKnowledge and Skills: Change management Managing Transition
Grieving process
Strategic communication Facilitating Meetings
S
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Phase Individual LeaderThe Lull Between the Waves Look for signs and Develop
Skills for Change and Transition
Help look for signs of change Offer training and Develop skills
for change and transition
Denial Listen, Seek, and Ask Explain, Ask, Listen, Respond to Questions and
Acknowledge ConcernsResistance(Endings)
Ask, Express, Mourn, and Seek
Support Surface Resistance,
Listen Show Caring
Respond to Questions and
Acknowledge ConcernsExploration(Neutral Zone)
Seek control, understanding,
support, purpose, plan and
participate.
Explain purpose and plan Ask for support
Encourage Creativity and Ideas
Involve people Start Training
Commitment (New Beginning) Develop knowledge and skills Celebrate success
Hold Steady Develop Skills and Knowledge Celebrate Success
Getting Ready for the Next Wave Reflect on Experience and Reflect on Experience and
Summary
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Short Story about Adjustment
Once there was a quarrel between all the GOD in theheaven. They were fighting verbally among each otherto decide who is the best among
SOIL, WATER, AIR, FIRE, and TREES.
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The fighting continued for several years and nothing wasconcluded.
Finally all went to LORD VISHNU for the decision of thebest.
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Lord Vishnu heard the topic and said Among all thecontestants who needs no effort from outside tosurvive in the whatever situation or condition put on isthe best.
All were confused and asked to explain.
Lord Vishnu said the water is the best among all.
Because it can survive in the every situation orcondition put on without any effort from outside.
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Hearing this everybody asked the reason why waterneeds no effort from the outside.
Lord Vishnu said,
Water has a gene with it. It is calledADJUSTMENT
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Thank You..!!