CHANGE MANAGEMENT Lecturer Andri Budi Santosa, Drh, MBA DAY 2
MANAJEMEN PERUBAHAN PROSES PERUBAHAN
KONDISI SAAT INI
Established equilibrium that continues indefinitely until something disrupts it
MASA TRANSISI • Low stability • High emotional stress • High (often undirected) energy • Control becomes major issue
Stability
• Past patterns of behavior become highly valued
Feeling of security
KONDISI YANG DIHARAPKAN
• Conflict increases
• NEW VISION
MANAJEMEN PERUBAHAN & TRANSISI (WORKING ON THE GAP) 1. EXPLORING Involving people as many as possible to have : • •
Sharing vision Agreed upon SWOT feeling
2. SYSTEMIZING the Process: • •
Keep people connected to the change process To create a space to express the positive and negative
3. VENTURING • • •
Analizing the gap Anticipating resistance and gaining the commitment Providing opportunities for innovation and creativity Pilot and implementation
4. INTEGRATING • • • •
Evaluate the changing process Expand successful process Review the pilot and implementation Institutionalized the approach
Respon untuk Fase Penyangkalan (Denial)
Hadapi dengan pemberian informasi yang jelas Informasi bahwa perubahan akan terjadi Jelaskan apa yang diharapkan dan tindakan apa yang perlu mereka lakukan untuk beradaptasi dengan perubahan Beri mereka waktu, dan kemudian skedulkan pertemuan untuk berdiskusi
Respon untuk Fase Penentangan (resistance)
Listen, listen, listen Berikan apresiasi terhadap penolakan mereka dan berikan empati Jika diperlukan, gunakan enforcement dan punishment Diperlukan ketrampilan untuk mengelola konflik
Respon untuk Fase Menjajaki (Exploration) Sediakan training dan program pengembangan yang dibutuhkan Tetapkan sasaran jangka pendek dan
Respon untuk Fase Komitmen (commitment)
Tetapkan sasaran untuk jangka yang lebih panjang Bangun kerjasama tim Berikan reward Memelihara momentum perubahan -
RESISTENSI TERHADAP PERUBAHAN
Mengapa resisten terhadap perubahan? Self
interest Psychological impact Redistributive factor Destabilisation effect Culture incompatibility
RESISTENSI TERHADAP PERUBAHAN
Bagaimana perubahan? Status
sikap
resisten
quo Filtering of information Maladaptive defence mechanisms Negative personal construct
terhadap
Resistensi
Resistensi Organisasi
Six Strategies to Solve Resistance Coch dan French Jr
Education & Communication Partisipation Support Negotiation Manipulasi dan Kooptasi ( Twisting & Cooptation ) Push and Punishment
Methods for dealing with resistance to change Approach
Commonly used in situation
Advantages
Drawbacks
Education +communication
Where there is a Once persuaded, Can be very timelack of people will often consuming if information or help with the lots of people inaccurate implementation are involved. information and of the change. analysis
Participation + involvement
People who participate Where the initiatiors Can be very timewill be committed to does not have all consuming if implementing change, the information participators and any relevant they need to design an information they design the change, inappropriate have will be and where others changes integrated into the have considerable change plan. power to resist.
Methods for dealing with resistance to change`(Con.) Approach
Commonly used in situation
Advantages
Drawbacks
Facilitation + support
Where people are resisting because of adjustment problems.
No other approach Can be time works as well with consuming, adjustment problems expensive and still fail.
Negotiation + agreement
Where someone or some group will clearly lose out in a change and where that group that has considerable power to resist.
Sometimes it is a relatively easy way to avoid major resistance.
Can be too expensive in many cases if alerts others to negotiate for compliance.