change management powerpoint presentation slides

Free PowerPoint Change Management Templates and Slides

By Kate Eby | February 16, 2024

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We’ve collected the most useful free PowerPoint change management templates for change managers, organizational development specialists, and communication, project, and human resources managers to outline and present essential planning and processes.  

Included on this page, you’ll find a  PowerPoint change management plan template with an eight-point plan, including cost data ; a  PowerPoint change management process template that breaks down into five phases for clear visualization ; and a  PowerPoint organizational change management plan template with a post-implementation plan that’s essential for achieving change .

PowerPoint Change Management Communication Plan Template

Download the Change Management Communication Plan Template for PowerPoint  

When to Use This Template:  Change managers, organizational development specialists, and communication, project, and human resources managers use this template to present change data for smooth transitions and stakeholder alignment with objectives.

Notable Template Features: Outline your change management communication plan with this presentation template. It features dedicated slides for change details, stakeholder roles, and a reporting timeline. The timeline table includes specific columns for stakeholders, communication channels, reporting, and timing concerning each communication plan activity. Document the situation statement by entering data for the current standing, type, and reason for the change, then listing the affected parties. Close your communication plan presentation with a customized summary statement of encouragement for your team. 

Check out these  free change management communication plan templates to share change project adjustments and updates with internal and external stakeholders.

PowerPoint Change Management Plan Template

Download the Change Management Plan Template for PowerPoint  

When to Use This Template:  Change management consultants, coordinators, and specialists; business transformation executives; and strategy and planning managers use this template to articulate the change management plan to stakeholders.

Notable Template Features: This comprehensive template includes slides detailing your organization's change management plan. Enter bulleted data in the table columns for an eight-step plan. Use this template to map change management activities in the 10-month-timeline slide. Prioritize change requests and list each change request's impact, hours, and cost data. Use the readiness table to document and update your organization's plan status. This change management presentation template lets you chart and present your plan timeline.

Learn more about planning in order to help your organization prepare for and manage change, discover best practices and tips, and more with this  expert roadmap for writing an effective change management plan .

Check out these  free change management templates to help your organization manage and achieve successful change outcomes.

PowerPoint Change Management Process Template

Download the Change Management Process Template for PowerPoint  

When to Use This Template:  Change management specialists, project managers, organizational development consultants, business analysts, and human resources managers use this template to define and present process steps and strategies for change implementation.

Notable Template Features: Simplify your change management process in a flow diagram with this presentation template. You can map change requests from submission, description, and review to approval. This template breaks down into five phases to help you visualize the change management process, including plan development, implementation, monitoring, and change assessment. The template provides the structure for you to see your change management process at a glance.

Learn more about the history, models, challenges, and tips for successful change management with this  indispensable guide to all aspects of change management .

PowerPoint Organizational Change Management Plan Template

Download the Organizational Change Management Plan Template for PowerPoint

When to Use This Template:  This template is ideal for organizational development managers, change management consultants, project managers, and human resources directors who need to present a change approach that promotes buy-in from stakeholders within the organization. 

Notable Template Features: This change management plan template provides the structure for presenting the analytical, strategic, and process elements of successful organizational change, and it summarizes your organization's implementation plan, objectives, methods, and activities. Document the need for change and its impact in the introduction slide. Detail the post-implementation plan by listing the assets and monitoring and evaluation processes you require to achieve change. This template has everything you need to present each part of your management plan for organizational change.

Check out this collection of  free change management strategy templates to help you plan and ensure successful change.

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Change management presentations: The all-in-one guide

Learn how to create effective change management presentations that engage your audience and help you achieve your goals.

Raja Bothra

Building presentations

Hey there, fellow presentation enthusiast!

If you're reading this, you're probably gearing up for a change management presentation.

Well, you're in luck because today, we're diving deep into the world of change management presentations.

Get ready to discover everything you need to know to ace your next presentation and leave your audience not just informed but inspired.

What is change management?

Change management is a concept that's become essential in today's ever-evolving business landscape. It's all about making strategic shifts within an organization while ensuring a smooth transition. Why? Because change is inevitable, but its success isn't. Companies that adapt effectively thrive, while those that struggle often find themselves facing a bumpy ride.

Reasons why change management initiatives fail

Now that we know the importance of change management let's explore why some initiatives hit a brick wall. The truth is, not all change efforts yield the desired results. Here are a few common reasons why:

• Resistance to change: One of the most significant roadblocks to change is resistance from employees. It's like trying to push a boulder uphill. We'll discuss strategies to tackle this later on.
• Lack of executive commitment: If the top brass isn't fully on board, it's tough to expect employees to embrace change wholeheartedly.
• Unrealistic expectations: Sometimes, organizations set the bar too high, leading to disappointment when results fall short.
• Inadequate team: Building a capable change management team is crucial. Without the right players, your strategy may crumble.

How to structure an effective change management presentation

Now that we understand what change management is and why it often hits roadblocks, let's get into the nitty-gritty of crafting a compelling presentation. Your presentation should be like a well-structured roadmap, guiding your audience through the change journey. Here's how you can achieve that:

• Introduction to change management: Start by defining change management. Explain why it's vital for organizations today. Make it crystal clear.
• The change management process: Dive into the step-by-step process of change management. It's like following a recipe – each ingredient plays a crucial role.
• Utilizing powerpoint templates: Presentation slides are your canvas. Explore how templates can make your presentation visually appealing.
• Understanding organizational change: Delve into the dynamics of organizational change. What drives it? What are the forces at play?
• Overcoming resistance to change: Address the elephant in the room: resistance. Share strategies to navigate this challenging terrain.
• Executing the change process: Break down the implementation phase. What steps should you follow to make it successful?
• The change management team: Introduce the key players behind change management. It's a team effort.
• Navigating current and future states: Discuss the transition from the current state to the future state. It's like crossing a bridge – a bit shaky but necessary.
• Identifying barriers: What obstacles might you face on your change journey? Identify and strategize.
• Engaging key stakeholders: Your stakeholders are your allies. How can you get them on board with the changes?

Do’s and don'ts for an effective change management presentation

Congratulations, you've mastered the structure of a compelling change management presentation. Now, let's delve into the critical do's and don'ts to ensure your presentation not only hits the mark but leaves a lasting impact.

Do's :

• Engage your audience : Start by captivating your audience's attention. Share relatable stories, use visual aids, or pose thought-provoking questions.
• Stay focused on the message : Keep your presentation laser-focused on the core message. Avoid veering off into tangents.
• Use visuals effectively : Incorporate compelling visuals to reinforce your points. A well-placed graph or chart can convey complex information with ease.
• Simplify complex concepts : Break down intricate ideas into digestible pieces. Your audience should leave with a clear understanding of the subject.
• Interact with your audience: Foster engagement by encouraging questions and discussions. Make your presentation a dialogue, not a monologue.

Don'ts :

• Avoid jargon : Steer clear of technical language or industry jargon that might alienate your audience. Speak in plain, understandable terms.
• Don't overload with information : Less is often more. Don't overwhelm your audience with a barrage of facts and figures. Focus on the most relevant information.
• Refrain from reading slides : Your slides are there to complement your presentation, not serve as your script. Avoid simply reading off them.
• Don't rush through : Take your time to explain concepts clearly. Rushing through your presentation can leave your audience bewildered.
• Steer clear of negativity : Maintain a positive tone. Avoid dwelling on the challenges of change; instead, emphasize the opportunities it presents.

Summarizing key takeaways

Let's take a moment to distill the wisdom you've acquired throughout this journey. Consider this section as your treasure chest of insights, a concise roadmap to guide you in your pursuit of mastery in change management presentations.

• Engagement is essential: Begin with a captivating introduction. Engage your audience from the start.
• Clarity is king: Maintain a singular message. Avoid tangents and information overload.
• Leverage visual aids: Use charts, graphs, and images. Simplify complex ideas and enhance understanding.
• Simplify complexity: Break down intricate concepts. Ensure a clear and uncomplicated understanding.
• Encourage interaction and dialogue: Foster questions, discussions, and engagement. Make your presentation a two-way communication.
• Avoid jargon: Speak in plain language. Keep it accessible and relatable.
• Quality over quantity: Focus on the most relevant information. Prioritize content wisely; avoid overwhelming your audience.
• Be the narrator, not the reader: Use slides as visual aids, not scripts. Engage through storytelling and explanation.
• Avoid rushing: Take your time for clarity. Don't rush through your material.
• Emphasize positivity: Highlight the opportunities that change presents. Maintain a positive tone throughout.

In conclusion, change management presentations are your ticket to successfully navigating organizational transformations. By following these guidelines and using Prezent, you're well on your way to becoming a change management presentation pro. Remember, change is constant, but with the right tools and knowledge, you can ride the waves of change with confidence.

1. What is the significance of using a change management powerpoint or change management ppt in presentations?

Utilizing a change management powerpoint or change management ppt is crucial for visually representing complex ideas. These presentations help convey the forces for change effectively. Visual aids simplify understanding, and you can easily download templates to streamline the process.

2. How do you ensure active manager involvement in the change management process?

Managers play a pivotal role in change management. To foster their involvement, align their objectives with the change plan's objective. Ensure they have the necessary support system for change agents and understand their performance management role in the transition.

3. What are the key phases of change in a change management plan, and how do you ensure a smooth implementation of change?

The phases of change typically include preparation, planning, execution, and evaluation. To ensure smooth implementation of change, focus on alignment with your team members, provide the required resources for change, and gauge the organization's readiness for change.

4. Can Google Slides be used effectively for change management presentations?

Absolutely, Google Slides can be a valuable tool. They offer collaborative features, making it easier to work on a change project. Just ensure they align with your change plan and conduct a gap analysis if needed to evaluate their suitability.

5. How can organizations maintain sustaining momentum during a change initiative, especially when facing restraining forces?

To maintain sustaining momentum, it's crucial to identify and address restraining forces effectively. This often requires strong sponsorship, a clear understanding of driving forces, and a commitment to learning and reinforcing new behaviors. Effective leadership at all levels is essential to navigate these challenges successfully.

Create your change management presentation with Prezent

Are you excited to put your newfound knowledge to use? We recommend using Prezent, the all-in-one AI presentation software for enterprise teams. With a library of over 35,000 slides, real-time collaboration, and brand-approved designs from Fortune 500 companies, Prezent can save you up to 70% of presentation creation time while keeping you 100% on brand.

So, go ahead, create a presentation that not only informs but inspires change. Good luck!

Ready to boost your change management presentations? Start with a free trial or book a demo with Prezent today!

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Home Blog Business A Guide to Organizational Change Management for Leaders

A Guide to Organizational Change Management for Leaders

Nearly 7 in 10 business leaders have experienced at least one corporate crisis in the past 5 years — with the average number of crises, handled by them being three. And that’s even before 2020 has rolled it. So it only makes sense why business leaders today are increasingly focused on getting better at organizational change management. 

What is Change Management?

SHRM defines change management the following way:  

Change management is the systematic approach and application of knowledge, tools, and resources to deal with change. 

In essence, the purpose of change management is to determine, structure, manage, and execute any initiative that would challenge the current status quo . The change management process includes multiple steps and structural elements, aimed at ensuring that:

• The organization can adapt/react to the changes, prompted by external conditions (e.g. market turbulence). 
• The people, employed by the company, can go along with the proposed internal changes, prompted either by an internal or external need. 

Change management is a cross-functional action, leaders pursue when they want to drive sustainable transformations and effective decision making across their organization with minimal resistance and disruption.

What is Organizational Change Management?

Organizational change management is a more narrow scope of action, aimed at altering how the organization operates. Organizational change can assume improvements in the company’s culture, standard operational procedures, service or technology portfolios.  

The need for organizational change can be prompted by different factors such as:

• A slow rate of innovation
• Low operational efficiency
• Shift to another business model (e.g. from sales-led to product-led growth ). 

Why is change important? The global pandemic is a good illustration. Agile companies, capable of pivoting and driving organizational changes fast (and effectively), ended up among the market movers. Whereas more reluctant or ineffective companies are still struggling to shake off the disruptive impact of COVID-19 on their operations. 

Certainly, a ‘swan’ event such as the global pandemic is a more rare case of organizational change. Far more frequently, businesses introduce a change management policy as a response to the following types of changes:

Adaptive changes — small-scale, incremental changes leaders pursue as the company’s needs and priorities evolve. In most cases, such changes are slight adjustments to existing processes, planned out in advance along with other initiatives on the annual/monthly agendas. These may apply only to certain people, processes, or tech, rather than the company as a whole

Transformational changes — large-scale, radical initiatives, involving multi-vector transformations. For example, a shift in the company vision can require changes in the product portfolio, management, team structure, and business processes. 

Due to the sweeping scale and vast impact, transformational changes required careful orchestration. Typically, such organizational change management strategies are put in place as a response to a major shift in market conditions, a disruption in the supply chain, or another major event. 

Transitional changes — a group of ‘sub-changes’ aimed at taking the company from its current state towards the desired to-be to solve a particular issue. For example, after M&A the parent company will develop a change management plan, aimed at aligning operations within the purchased asset with the rest of the organization.

Organizational Change Examples

• Implementation of new technology or digital transformations 
• M&A activity, company group consolidation 
• Change in company leadership and strategic priorities 
• Change in organizational culture 

Popular Change Management Models: Overview

Old habits die hard. We are reluctant to change our usual ways, especially when the request for change is imposed on us (rather than manifests internally). That’s why formal change management techniques exist in the first place. They facilitate a paced and non-disruptive introduction of new practices, address resistance, and minimize turbulence, experienced during the change period. 

But given that change comes in different shapes (and manifests as a response to different stressors), there is a range of change management tools leaders can leverage.

Kotter’s Change Management Theory

Dr. John Kotter, an author, and professor of Leadership at the Harvard Business School developed an 8-step framework for leading change. Each of the proposed change management steps is aimed at mobilizing the people around the purpose of change, getting a unified buy-in, and ensuring fast-paced action. 

McKinsey 7-S Framework 

This change management model identifies 7 strategic areas, companies need to focus on in order to sustainably transform. These include: 

• Strategy – a step-by-step roadmap for executing proposed changes. 
• Structure – the company’s current structure and desired future state of it. 
• Systems – new systems that will be required to support new operations. 
• Shared values – core values and main principles that the company adheres to. 
• Style – approach in which the change is adopted.
• Staff – current workforce composition and new roles that will become in demand. 
• Skills – Competencies, possessed by the current workforce.

ADKAR model

ADKAR is an acronym for awareness, desire, knowledge, ability, and reinforcement — the five main components of effective change management, according to Jeff Hiatt. This model provides a great framework for formalizing the scope of change and identifying ways to support the employees during the transition. 

Lewin’s Change Management Model

This model focuses on helping leaders pursue stages in three phases:

• Unfreeze — a prep stage, aimed at ‘activating’ employees to make them more receptive to the imposed changes. 
• Change — the active phase where change is introduced. 
• Freeze — concluding stage, where all employees have adopted the change and can go back to a more ‘passive’ state of day-to-day activity. 

Organizational Change Management Best Practices

Organizational change and development is a multi-step process, requiring strong employee and stakeholder engagement . 

To succeed with change management, leaders need to focus on the next 4 actions: 

• Change Planning

Change Leadership

Change management, change maintenance, change planning .

As the name implies, at this stage leaders analyze the current state of affairs, refine their vision, define future goals, analyze risks, and put plans for change.

To succeed with subsequent implementation, leaders need to:

• Create a detailed roadmap of change
• Set measurable and realistic objectives
• Identify success measurement
• Analyze and address possible risks
• Create a preliminary timeline for execution 
• Set milestones and checkpoints 

Best practices:

• Honesty and transparency: Prepare to have conversations with other leaders, stakeholders, and employees regarding the current state of affairs and the underlying needs for change. 
• Regular conversations with the employees: To secure buy-in, communicate early and frequently with your people in regards to your plans, goals, and potential scope of change. 
• Seek opinions from your teams. Gain grassroots support by having conversations with staff at different levels. Taking the planning conversations outside of the boardroom can help you gain fresher perspectives, and yet again — secure faster buy-in.   

In most companies, change happens from the top-to-bottom. Yet, directions issued from the above can be rather unsettling for people at lower levels and create unnecessary tensions, or worse — outright resistance. To prevent such scenarios, ensure that you are listening to people at all levels and obtain their support. 

Outstanding change leadership involves the ability to communicate appropriately with others — motivate, engage, influence, and reassure people of the positive impact of upcoming changes. 

• Address and resolve concerns early: Understandably, some of your employees may resist change or otherwise feel threatened by it. Talk to such people. Provide them with reassurance and extra information in regards to the impact of change. 
• Communicate status updates regularly: To facilitate faster adoption and alignment, provide plenty of information —  update your company practices, provide status updates, schedule training if necessary. 
• Assume a position of a servant leader: Servant leaders assume a supporting position and act as ‘facilitators’. They empower, support, and emphasize with their people and rally them around the shared cause. 

The change management stage is all about overseeing how the people, processes, systems, and other moving parts contribute to the end goal of change. This phase will require the most targeted actions as leaders will need to constantly monitor progress and rapidly react to the slightest deviations on the change management timeframe. At this point, you should be focused on ensuring that: 

• Changes are implemented sustainably, according to the plans. 
• Risks are identified early and mitigated.
• Communication happens frequently 
• Encourage knowledge sharing: Ask the early adopted to facilitate others with jumping on the new best practices. Create and support peer-to-peer learning opportunities and remove bottlenecks in information flows when those arise. 
• Provide training: Some people will require upskilling to thrive in the new environment. Put plans for formal training initiatives. 
• Recognize and reward: Make positive behaviors stick by recognizing change pioneers. At early stages, external motivation can be crucial to help with the development of intrinsic motivation later down the road. 

Change maintenance is the final stage of the transformations. At this point, your main goal is to ensure that the change is successfully implemented and all the initiatives on the roadmap are finished. Focus on reinforcing positive behaviors, addressing remaining inefficiencies, and facilitating the people to reach a productivity plateau within the new environment.

The conclusion of this change is when the proposed change is fully transferred and embedded within your organization. 

Best practices : 

• Schedule an after-action review: To better reflect on the entire change management process and its success/shortcomings, schedule follow-up AAR meetings with your team. 
• Create evaluation plans: To better monitor and evaluate the state of change, set extra milestones —  short evaluation sessions, held every 3 or 6 months, during the first year — where your team analyzes the set success metrics and brainstorms ways to strengthen change. 

To Conclude

Every organization, at some point, will undergo a transition or change. Whether prompted by external market conditions or internal processual inefficiencies, the scope of changes can have a major impact on the company’s viability. While organizational change management isn’t an easy process, you now know the main change management principles, models, and frameworks for orchestrating it effectively!

If after this article, you want to learn more about change management models visit our recent blog post on Proven Change Management Models .

1. Organizational Change Management Plan

Change management is now more than ever a challenge to organizations of all sizes. This is why having an orderly, well-organized plan will make an absolute difference for any team when heading to implementation. In this template, you will find the diagrams and formats that will support you in building and transmitting your change management strategy’s key facts.

Use This Template

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2 Responses to “A Guide to Organizational Change Management for Leaders”

Thanks for the article, simple and a lot of insight.

good information and reliable

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Home Collections General Change Management

Change Management Presentation Templates

Present your organizational changes clearly with our collection of free change management powerpoint and google slides themes. user-friendly templates are ideal for leaders, managers, and professionals seeking to implement successful transformations and communicate strategies effectively. don't miss this opportunity – download your free templates now.

• Clear Vision: You need a clear picture of what the change aims to achieve, like a roadmap.
• Effective Communication: Just like chatting with friends, communication is key. Keep everyone informed so they understand what's happening and why it's important.
• Team Involvement: Get everyone on board, from top to bottom. It's all about teamwork!
• Leadership Support: Strong leadership is like having a trusted guide on your journey.
• A Well-Defined Plan: A plan helps you stay on course and handle challenges along the way.
• Skill Development: Equip your team with the skills they need to navigate change.
• Continuous Monitoring: Keep an eye on how things are progressing, gather feedback, and adjust as necessary.
• Craft Exceptional Presentations:  These change management presentation templates are more than just slides; they're your tools to make your presentations stand out. They come with editable infographics to simplify complex ideas. Customize them to your liking and impress your audience with engaging, persuasive, and understandable presentations.
• Guiding Your Change Journey:  Change Management is about more than just presentations. It's about facilitating change within your organization. Our templates can assist you in presenting your strategies, readiness assessments, and the impact of change. We provide a comprehensive toolbox for those who want to lead with confidence.
• Embracing Change Together:  Change is a team effort. Collaboration is key to success. Share our templates with your colleagues, teammates, and fellow change enthusiasts. Use them as a medium to spark discussions, share insights, and champion change within your organization. Together, you can turn change from a challenge into an opportunity.

We're here to help you!

What is change management.

Change management is a structured approach to guiding organizations and people through significant changes, like introducing new technology or restructuring. It involves planning, communication, training, and monitoring to make transitions smoother and ensure everyone adapts well to the changes.

What are Change Management Presentation Templates?

Change Management Presentation Templates are pre-designed slides to help you communicate and visualize your change management strategies, plans, and updates. These templates include various elements like diagrams, charts, infographics, and content placeholders to simplify the process of creating compelling change management presentations.

Where can we use these Change Management Templates?

You can use Change Management Templates in a variety of settings, including business organizations, educational institutions, non-profits, and government agencies. These templates are ideal for internal and external presentations, team meetings, workshops, seminars, and any situation where you need to convey information about managing change effectively.

How can I make Change Management Slides in a presentation?

To make Change Management Slides with templates, just pick the right one, open it in your presentation software, tweak it to match your branding, add your content, and then give a compelling presentation.

Who can use these Change Management Templates?

Change Management Templates are suitable for professionals, leaders, managers, consultants, educators, and anyone involved in change management processes. Whether you're a business executive, project manager, HR specialist, or educator, these templates can help you convey your change initiatives effectively.

Why do we need to use the Change Management slides?

Using Change Management slides is essential because they simplify complex information, maintain consistency in messaging, save time on design, and enhance the professionalism and impact of your presentations. These benefits help ensure a smoother change management process and better engagement with your audience.

Where can I find Change Management Presentation templates for free?

While there are free templates available online, it's important to consider the quality and functionality of these templates. Slide Egg offers a range of high-quality, professionally designed Change Management Presentation Templates for free.

Change Management

Oct 14, 2022

611 likes | 4.8k Views

To download this Change Management PPT presentation, visit:<br>https://www.oeconsulting.com.sg/training-presentations<br><br>LEARNING OBJECTIVES<br>1. Acquire knowledge on the key concepts and principles of change management.<br>2. Define the change management process and explore the frameworks, methods and tools for managing change.<br>3. Identify the challenges and best practices of change management.<br><br>CONTENTS<br>1. Introduction to Change Management<br>2. The Change Management Process<br>3. Frameworks, Methods and Tools<br>4. Challenges and Best Practices

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Presentation Transcript

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

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

CONTENTS 01 02 03 04 INTRODUCTION TO CHANGE MANAGEMENT THE CHANGE MANAGEMENT PROCESS FRAMEWORKS, METHODS & TOOLS CHALLENGES & BEST PRACTICES 3 © Operational Excellence Consulting

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

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

SOME STATISTICS ON CHANGE MANAGEMENT 42% 46% 51% 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 49% 39% 41% Change leaders say employees are disengaged and exhausted from business transformation Employees say their organizations were effective in inspiring them in business transformation Change leaders say organizational structure and systems are constraints to success 6 Sources: Gartner, Gallup & Gagen MacDonald © Operational Excellence Consulting

Change does not happen overnight after a CEO’s weekly “sermon” 7 © Operational Excellence Consulting

People are the greatest source of resistance to change, therefore change must involve people 8 © Operational Excellence Consulting

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

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

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

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

EXAMPLES OF BUSINESSES THAT HAVE ADAPTED SUCCESSFULLY TO CHANGE Responded to greater health consciousness with less/no sugar products such as Diet Coke and Coca-Cola Zero. Direct selling to customers, partnership with Amazon and using consumer data to connect with customers. Digitally transformed from physical toy products by bridging physical and augmented reality experiences. Moved focus from posting videos to subscribing customers to online video streaming. Merged physical and online shopping; created a rental and recycling of furniture to reduce environmental impacts. Moved focus from traditional software to cloud-based system for personal and enterprise use. 13 © Operational Excellence Consulting

FORCE FIELD ANALYSIS MODEL FOR CHANGE 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. 14 © Operational Excellence Consulting

MARTEC’S LAW: TECHNOLOGY CHANGES EXPONENTIALLY, ORGANIZATIONS CHANGE LOGARITHMICALLY Technology changes exponentially Technology management is deciding which changes are adopted ? ? Organizations change logarithmically 15 Source: Scott Brinker © Operational Excellence Consulting © Operational Excellence Consulting

TWO SIDES OF CHANGE Technical side (“hard factors) includes strategy, structure, process, systems and technology Human side (“soft factors”) includes culture, communication, skills and leadership modelling TECHNICAL HUMAN 16 © Operational Excellence Consulting

“ logic, but creatures of emotion.” When dealing with people, remember you are not dealing with creatures of DALE CARNEGIE Author of “How to Win Friends & Influence People” 17 © Operational Excellence Consulting

WHY DO PEOPLE FEAR CHANGE? “Will my job become redundant?” “Will I be neglected?” “Will my department be downsized?” “What is going to happen?” 18 © Operational Excellence Consulting

RESISTANCE TO CHANGE Individual Organizational resistance to change resistance to change 19 © Operational Excellence Consulting

USING THE CHANGE CURVE TO REDUCE NEGATIVE CONSEQUENCES & ACCELERATE CHANGE The Change Curve Positive Accelerating Change Impact Managed Change Unmanaged Change Reducing Negative Consequences Negative 20 © Operational Excellence Consulting

METHODS OF OVERCOMING RESISTANCE TO CHANGE Education & Communication Participation & involvement Facilitation & Support Manipulation & Co-option Coercion Negotiation 21 © Operational Excellence Consulting

THE ENROLLMENT CURVE DEPICTS THE TYPICAL RESPONSES TO CHANGE The Enrollment Curve Middle Enrollers Late Enrollers ● It is key to understand and leverage is the rate and pace at which people adapt to change Early Enrollers Slugs ● 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! Initiators Die Hards ● Let the Initiators & Early Enrollers help you promote the change 30% 15% 5% 15% 30% 5% Direction of Enrollment Critical Mass 22 Source: Based on Atlanta Consulting Group, Inc. © Operational Excellence Consulting

When it comes to change management, internal communication plays an even more critical role today 23 © Operational Excellence Consulting

10 GUIDING PRINCIPLES OF CHANGE MANAGEMENT 1. Lead with the culture 6. Engage through constant communication 2. Start at the top 7. Lead through authority and influence 3. Involve every layer 8. Leverage formal (“hard”) solutions 4. Make the rational and emotional case together 9. Leverage informal (“soft”) solutions 5. Model the new behaviors 10. Assess and adapt Source: Adapted from Strategy&/Katzenbach Center survey, 2013 24 © Operational Excellence Consulting

CHANGE MANAGEMENT: OVERVIEW OF THE DETAILED STEPS Change Management Process 4. EVALUATE EFFECTIVENESS 1. ANALYZE CURRENT SITUATION 4.1 Review results 1.1 Identify reason for change Evaluate Effectiveness 4.2 Share success stories 4.3 Provide follow up support 1.2 Assess readiness for change 1.3 Assess impact of change Analyze Current Situation 4.4 Reward and recognize 1.4 Identify gaps 1.5 Gather feedback CHANGE MANAGEMENT PROCESS 3. MONITOR PROGRESS 2. PLAN & LAUNCH PROGRAM Monitor Progress Plan & Launch Program 3.1 Monitor change process 2.1 Define change strategy 3.2 Overcome resistance to change 3.3 Assess behavioral changes 2.2 Set up change infrastructure 2.3 Create awareness and get buy-in 3.4 Measure effectiveness 3.5 Provide support 2.4 Develop and communicate plans 2.5 Develop skills 2.6 Launch pilot project(s) 25 © Operational Excellence Consulting

CONTENTS OF FRAMEWORKS, METHODS & TOOLS Understanding Change Planning Change Implementing Change 1. The Change Curve (see under section 01) 1. Impact Analysis 1. Kotter’s 8-Step Change Model 2. SWOT Analysis 2. The Power/Interest Grid for Stakeholder Prioritization 2. The Enrollment Curve (see under section 01) 3. PESTLE Analysis 3. Sinek’s Golden Circle Model 4. The ADKAR Change Model 3. Lewin’s 3-Stage Change Model 4. Szpekman’s Communication Framework 5. The McKinsey 7-S Framework 5. Senge’s Learning Organization 6. Tuckman’s Team Development Model 7. The Training Needs Analysis Framework 8. The Design Thinking Process 9. Agile Change Process 10. Business Mode Canvas 26 © Operational Excellence Consulting

SUCCESSFUL BUSINESS LEADERS COMMUNICATE FROM THE INSIDE TO THE OUTSIDE IN THE MODEL OF THE GOLDEN CIRCLE The Golden Circle Model Why = The Purpose Very few organizations know WHY they do what they do. WHY is not about making money. That’s the result. WHY is a purpose, cause or belief. It’s the very reason your organization exists. How = The Process Some organizations know HOW they do it. These are the things that make them special or set them apart from their competition. Why? How? What = The Result Every organization on the planet knows WHAT they do. These are the products or services that they sell. What? 27 Source: Based on Simon Sinek © Operational Excellence Consulting

12 CHANGE MANAGEMENT BEST PRACTICES 1. Define clear goals 7. Choose the right communication tool 2. Be honest and transparent 8. Empower your employees 3. Train and reassure your teams 9. Encourage knowledge sharing 4. Encourage conversations and communicate regularly 10. Document and make information easily accessible 5. Listen to your employees 11. Recognize and reward 6. Bring your leaders on board 12. Make it social 28 Source: Smarp © Operational Excellence Consulting

“ results.” Insanity is doing the same thing, over and over again, but expecting different ALBERT EINSTEIN 29 © Operational Excellence Consulting

ABOUT OPERATIONAL EXCELLENCE CONSULTING Operational Excellence Consulting is a management 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 © Operational Excellence Consulting

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Change Management Models Powerpoint Presentation Slides

Demonstrating a change management model through a presentation to the management is not a simple task. You require a lot of time and efforts to design a PPT that can win the heart of the management. To aid you out, SlideTeam has come up with predesigned change management model PowerPoint presentation slides. This change control model PPT presentation has been outlined utilizing a slide on various related subjects such as change curve model, the Johari window, Kotter’s eight phase of change, the ADKAR change model, the McKinsey 7S framework, the Burke Litwin change model, Leavitt’s diamond, three-stage change model, and Bridges transition model. With the help of these business change framework presentation slides, you can describe the tasks needed to prepare, plan, and develop business changes successfully. Use these organization change model PowerPoint slides to showcase the idea of change management, business change, business transformation, organization change, change control, and business process. Impress your audience with this editable change management models PPT slides. Folks find it easy to absorb the concept due to our Change Management Models Powerpoint Presentation Slides. It ensures your ideas don't jar.

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Presenting Change Management Models PowerPoint Presentation Slides. This presentation comprises 36 professionally designed PowerPoint slides, all of them being hundred percent adjustable in PowerPoint. Text fonts type and dimension, colors and background of the PPT templates are customizable. Use data driven charts and graphs to highlight the stats. You can download the templates slides in both broad screen (16:9) and standard screen (4:3) aspect ratio. The PowerPoint slides are completely compatible with Google Slides and other online programmes. The presentation can be saved in numerous formats such as JPG or PDF. The presentation slides can be individualized by inserting an organization name, trademark or logo. Premium product support is provided.

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Content of this Powerpoint Presentation

Slide 1 : This slide introduces Change Management Models. State the name of your company and begin. Slide 2 : This slide shows Change Management Models in a circular form. Various models used in change management process have been listed here. You can choose one or more models based on your requirement. Slide 3 : This slide shows Mckinsey 7S Framework which include- Strategy, Style, Skills, Staff, Structure, Systems, Shared Values. Slide 4 : This slide shows Bridges' Transition Model which further shows - Productivity During Transition, Time, Normal Productivity. Slide 5 : This slide shows The Burke – Litwin Change Model with points and further subpoints- External Environment: Mission & Strategy, Leadership, Organizational Culture, Structure, Management Practices, Systems (Policies & Procedures), Work Unit Climate, Motivation, Tasks & Indiv Skills, Indiv Needs & Values, Indiv & Orgn Performance, Transformational Factors (long term levers), Transformational Factors (operational levers), Individual & Personal Factors (short term levers), Burke Litwin Casual Model of Organisation Performance & Change. Slide 6 : This slide shows Kotter's 8 step change model- Step 1- Create urgency, Step 2- Form a powerful coalition, Step 3- Create a vision for change, Step 4- Communicate the vision, Step 5- Empower action, Step 6- Create quick wins, Step 7- Build on the change, Step 8- Make it stick. Slide 7 : This slide shows Lewin's Three Stage Change Model: Unfreezing, Changing and Refreezing. We have mentioned Lewin’s three stage model, you can use it as per your requirements. Slide 8 : This slide shows framework of ADKAR’s model, you can use it as per your requirements. Slide 9 : This slide shows framework of Bridge Transition Model, you can use it as per your requirements. Slide 10 : This slide shows Szpekman's Communication Framework with- Knowledge / Skill Emphasis, Measures, Rewards, Structure / Process, Leadership. You can use it as per your requirements. Slide 11 : This slide shows Roger's Technology Adoption Curve. You can edit it as per your requirements. Slide 12 : This slide shows a Coffee Break image. You can alter the content as per need. Slide 13 : This is a way forward to Chart & Bar Graph slides. Alter the content as per your need. Slide 14 : This slide showcases Column Chart with which you can compare the products. Slide 15 : This is an Area Chart slide to show product/ entity growth, comparison, specifications etc. Slide 16 : This is a Combo Chart slide to show information, comparison specifications etc. Slide 17 : This slide is titled Additional Slides to move forward. You can change the slide content as per need. Slide 18 : This slide showcases Our Mission. Slide 19 : This is Our team slide with names and designation. Slide 20 : This is an About us slide to state company specifications etc. Slide 21 : This is Our Goal slide. State your important goals here. Slide 22 : This is a Comparison slide to compare product/ entities etc. Slide 23 : This is a Financial score slide. State financial aspects etc. here. Slide 24 : This is a Quotes slide. State business message, beliefs etc. here. Slide 25 : This is a Dashboard slide to state metrics, kpis etc. Slide 26 : This is a Timeline slide to show evolution, growth, milestones etc. Slide 27 : This is a Location slide on a world map image to show global presence, growth etc. Slide 28 : This is a Puzzle image slide to show information, specifications etc. Slide 29 : This is a Target image slide. State targets, etc. here. Slide 30 : This is a Circular image slide to show information, specifications etc. Slide 31 : This is a Venn diagram image slide to show information, specifications etc. Slide 32 : This is a Mind Map image slide with text boxes to fill information. Slide 33 : This is a Bulb or Idea slide to state a new idea or highlight specifications/ information etc. Slide 34 : This is a Silhouettes slide to show people related information, specifications etc. Slide 35 : This slide shows a Magnifying glass image with text boxes. State information etc. here. Slide 36 : This is a Thank You slide with Address# street number, city, state, Contact Numbers, Email Address.

Change Management Models Powerpoint Presentation Slides with all 36 slides:

Display the goodness of your heart with our Change Management Models Powerpoint Presentation Slides. Be charitable in your comments.

Change Management Models are frameworks that help organizations plan, implement, and manage changes in their operations, processes, or systems. These models provide a structured approach to change management and enable organizations to achieve desired outcomes.

The choice of a Change Management Model depends on various factors such as the type of change, the organization's culture, and the level of resistance to change. You can refer to the different models listed in the circular form on slide 2 and select the one that best suits your organization's needs.

Kotter's 8 step change model involves creating urgency, forming a coalition, creating a vision, communicating the vision, empowering action, creating quick wins, building on the change, and making it stick. The model provides a roadmap for leading successful change in an organization.

Lewin's Three Stage Change Model involves unfreezing the current state, making the desired change, and refreezing the new state. The model is a popular approach to change management and is based on the idea that change involves both an intellectual and emotional shift.

The ADKAR model is a change management framework that focuses on individual change. The acronym stands for Awareness, Desire, Knowledge, Ability, and Reinforcement. The model helps individuals understand and embrace change by focusing on these five stages of change.

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A Dear Colleague Letter (DCL) is an informal correspondence which is written by a Requesting Office and distributed to communities within a specific program area, to attract individuals eligible under a Visiting Scientist, Engineer, and Educator (VSEE) appointment, an Intergovernmental Personnel Act (IPA) assignment and/or a Federal Temporary appointment. These letters may be circulated in paper form through internal mail, distributed electronically using listservs or accessed through NSF.gov’s Career Page.

Science Advisor for Public Access (Program Director)

Application timeline, position summary.

The Office of Integrative Activities (OIA) within the Office of the Director at the National Science Foundation (NSF) announces a nationwide search to fill the Science Advisor for Public Access position.  The position coordinates agency responses to federal public access mandates, oversees development of the NSF Public Access Repository, coordinates with other agencies via involvement in the NSTC and other cross-agency groups, and contributes to the NSF Knowledge Management activity.

Formal consideration of interested applications will begin immediately and continue until a selection is made.

OIA works across disciplinary boundaries to lead and coordinate strategic programs and opportunities that: advance research excellence and innovation; develop human and infrastructure capacity critical to the U.S. science and engineering enterprise; and promote engagement of scientists and engineers at all career stages and the personnel who support them.

For more information on the NSF Public Access Initiative, see: https://new.nsf.gov/public-access  

Position Description

Serves as the primary representative and point of contact for the NSF Public Access Initiative and Open Science matters, in consultation with other concerned entities within the Foundation (e.g., Office of the Director, Office of General Counsel, etc.) and the members of the cross-agency Public Access and Open Science Working Group (PAOSWG).  Creates and maintains linkages to other NSF units and other Federal agencies in pursuit of the overall NSF mission.

Works closely with the NSF Chief Information Officer staff on implementation and refinement of NSF's public access policies and systems (e.g., NSF-PAR, see: http://par.nsf.gov ).  Provides oversight and direction to system developers at NSF and DOE in the collaborative development and maintenance of the subsystems comprising NSF-PAR.

Contributes to the NSF Knowledge Management activity (e.g., change management) and its work with internal, enterprise-wide policies.

Assists the Office of Legislative and Public Affairs (OLPA) in communicating NSF’s Public Access and Open Science goals to the range of research communities served by NSF. 

Provides strategic and technical advice to the PAOSWG and the Office of the Director on policy development and implementation regarding public access to the outcomes of federally funded research, and other related science policy issues as they arise.

Analyzes and integrates scientific input and policy guidance from OMB, OSTP, Congress, the National Academy of Sciences, professional societies, the National Science Board, NSF policy groups, the Advisory Committee for Cyberinfrastructure, and other agencies and organizations into the Foundation’s plans for implementing public access and other science policy issues.

Advises OIA on advanced technology for knowledge management, including but not limited to taxonomy, ontology, machine learning, artificial intelligence, and semantic search.

Applies contemporary methods of organizing data, information, and knowledge to internal NSF information.

Provides leadership and support for the NSF Public Access Working Group. The NSF Public Access Working Group is charged with oversight of the implementation of the NSF Public Access Plan 2.0 (NSF 23-104, see: https://www.nsf.gov/pubs/2023/nsf23104/nsf23104.pdf ) and is comprised of senior leadership from across the Foundation. 

Serves on or leads NSF-wide groups addressing public access and other policy issues.  Serves on or leads teams of experts on interagency studies and, working with the Public Access working group and the Office of the Director, helps to coordinate NSF involvement in relevant interagency activities. 

Working with the Office of the Director and other NSF leadership, works to coordinate with the international science community on public access (and related policy issues as they arise) with the appropriate units within NSF, and to facilitate NSF interaction/participation in international science policy bodies.

Represents NSF as appropriate on internal committees, interagency committees, at meetings of other Federal agencies, professional organizations, and universities; participating, providing advice, and drafting recommendations and reports representing the outcome of such meetings.

Prepares background papers, presentations, and reports for use by senior NSF leadership in discussions with the National Science Board and for hearings and congressional testimony, as needed. Initiates, conducts, and manages studies and analyses to assess the scientific and technological contributions of public access to the achievement of national goals and objectives, as needed.

Serves as liaison with other Federal agencies, particularly in interagency programs involving public access policy development and implementation, and conducts other duties as assigned.

Appointment options

The position recruited under this announcement will be filled under the following appointment option(s):

Intergovernmental Personnel Act (IPA) Assignment: Individuals eligible for an IPA assignment with a Federal agency include employees of State and local government agencies or institutions of higher education, Indian tribal governments, and other eligible organizations in instances where such assignments would be of mutual benefit to the organizations involved. Initial assignments under IPA provisions may be made for a period up to two years, with a possible extension for up to an additional two-year period. The individual remains an employee of the home institution and NSF provides the negotiated funding toward the assignee's salary and benefits. Initial IPA assignments are made for a one-year period and may be extended by mutual agreement. 

Eligibility information

It is NSF policy that NSF personnel employed at or IPAs detailed to NSF are not permitted to participate in foreign government talent recruitment programs.  Failure to comply with this NSF policy could result in disciplinary action up to and including removal from Federal Service or termination of an IPA assignment and referral to the Office of Inspector General. https://www.nsf.gov/careers/Definition-of-Foreign-Talent-HRM.pdf .

Applications will be accepted from U.S. Citizens. Recent changes in Federal Appropriations Law require Non-Citizens to meet certain eligibility criteria to be considered. Therefore, Non-Citizens must certify eligibility by signing and attaching this Citizenship Affidavit to their application. Non-Citizens who do not provide the affidavit at the time of application will not be considered eligible. Non-Citizens are not eligible for positions requiring a security clearance.

To ensure compliance with an applicable preliminary nationwide injunction, which may be supplemented, modified, or vacated, depending on the course of ongoing litigation, the Federal Government will take no action to implement or enforce the COVID-19 vaccination requirement pursuant to Executive Order 14043 on Requiring Coronavirus Disease 2019 Vaccination for Federal Employees. Federal agencies may request information regarding the vaccination status of selected applicants for the purposes of implementing other workplace safety protocols, such as protocols related to masking, physical distancing, testing, travel, and quarantine.

Qualifications

Candidates must have a Ph.D. in an appropriate field plus after award of the Ph.D., six or more years of successful research, research administration, and/or managerial experience pertinent to the position; OR a Master's degree in an appropriate field plus after award of the degree, eight or more years of successful research, research administration, and/or managerial experience pertinent to the position.

Knowledge of current and historical developments in federal public access policies and mandates is highly desirable, as is familiarity with scientific communication practices and research data practices. Candidates must be able to communicate and interact with senior science, engineering and managerial personnel throughout the Foundation, with other agencies, and the general science and engineering community, and are expected to know and diplomatically express the views and goals of the NSF on Public Access topics in many situations both within and outside of the National Science Foundation. Candidates must also be skilled and experienced in operating both independently and interdependently with others. Outstanding oral and writing skills and the capability to deal with a wide variety of materials, frequently changing venues, and tight deadlines is imperative.

How to apply

To apply, email the following (i) a cover letter outlining qualifications and interest in the position, and (ii) an up-to-date curriculum vitae, to [email protected] .

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Leading Change Management Infographics

Free google slides theme and powerpoint template.

Are you ready for change? A true leader is always ready to change his way of acting if it will mean the absolute triumph of the group, but he needs the right tools to do it! And these infographics are perfect for change management in any kind of business organization! Among the 32 resources included, you will find different charts, process diagrams and infographics quite clear to express your content, all designed with pastel tones that will be very pleasant for everyone who will see your presentations. No doubt they are the perfect tools for leadership!

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