"Embrace Change" & "Be Agile", the "Kotter Way!"

“Change is Constant” and projects itself in various forms before an individual as well as an organization. ‘Human’ element of change is as important as ‘Issue Management’ which focuses on quality, scope and time. Inherent human behavior is inclined towards resisting change and change if not handled properly leads to wasted resources & frustrated employees. Hence effective Change Management is important.

This talk focuses on Experience Report of ‘How Agile journey has spanned in our client relationship over 8 years' and how we are building the Agile Culture with focus on Agile Values

A] Change Video

B] Forces that Trigger Change: 5Cs

C] Sources of Change Resistance

D] Overcoming Resistance through Facilitation and Support, Education and Communication, Participation and Involvement, Negotiation and Agreement, Manipulation and Co-optation

E] Change Management Model: Kotter’s 8 steps for leading change

F] Milestones of the Agile journey at one of our client relationships by mapping it to 3 important phases of Kotter's model:

This consists of 3 main change phases:

1) Creating the Climate for Change: If there is no sense of urgency high probability that the change efforts will stretch and fall to the back burner thus losing the rigor in the transformation. Forming powerful coalition is very important. It is very crucial to have leadership and important stakeholders onboard with the idea to sail smooth through the journey. Vision should be established to set clarity on the end goal where the organization is heading

2) Engaging & Enabling the Organization: Effective communication is important to have transparency at all levels. When it comes to change management there’s no such thing as too much communication.  Communication helps to bring people onboard, remove misunderstanding s and any fear of unknown thus reducing the resistance. Also roles and responsibilities should be clear and people should be adequately empowered for decision making and to take actions to adopt change.To keep the tempo quick wins are a must. These motivate the teams and get them renewed energy to continue on the journey

3) Implementing & Sustaining the Change: Once the change is piloted or implemented by a smaller group, the next phase would be to scale it and make it percolate to all levels for full scale adoption . Also it is important that the initial energy does not dip and the efforts are continued on consistent basis to sustain the change

 

 

 

 

 
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Outline/structure of the Session

This presentation focuses on Experience Report of ‘How Agile journey has spanned in our client relationship over 8 years' and how we are building the Agile Culture with focus on Agile Values

A] Change Video

B] Forces that Trigger Change: 5Cs

C] Sources of Change Resistance

D] Overcoming Resistance through Facilitation and Support, Education and Communication, Participation and Involvement, Negotiation and Agreement, Manipulation and Co-optation

E] Change Management Model: Kotter’s 8 steps for leading change

F] Milestones of the Agile journey at one of our client relationships by mapping it to 3 important phases of Kotter's model

Learning Outcome

A] Importance of Change

B] Forces that Trigger Change: 5Cs

C] Sources of Change Resistance

D] Overcoming Resistance through Facilitation and Support, Education and Communication, Participation and Involvement, Negotiation and Agreement, Manipulation and Co-optation 

E] Change Management Model: Kotter’s 8 steps for leading change

F] Milestones of the Agile journey at one of our client relationships by mapping it to 3 important phases of Kotter's model

Target Audience

Beginners, Intermediate, Advanced

schedule Submitted 1 year ago

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  • Leena S N
    By Leena S N  ~  1 year ago
    reply Reply

    Hi Prajakta,

     

    Assuming that you are presenting it as an experience report, can you add more details emphasising your learnings rather than just the concepts? That would make it more interesting and engaging for the audience.

     

    Thanks,

     

    • Prajakta Thakur
      By Prajakta Thakur  ~  1 year ago
      reply Reply

      Hi Leena,

      Until slide 8 is when I am setting context on Change Management. Slide 9 onwards is where I try to map the steps we took through this journey and the lessons we learnt to each of the 3 phases of the Change Management Model. I will surely try to elabrate and emphasize more on the experience and the learnings rather than concepts in my talk and give most amount of time to discuss the same. Hope that helps

      Thanks and Regards,

      Prajakta Thakur