Debrief - Dealing with Ambiguity

Debrief - dealing with ambiguity Ambiguity is that condition where information can be misunderstood or misinterpreted and is distinct from vagueness. It represents uncertainty, doubt and change, and occurs due to the lack of precision contained or available in the information.Thus, dealing with ambiguity becomes an important competency for any employee to contribute in the organizational success. It helps in reducing ambiguity, by imparting knowledge on attitude required to face the ambiguity. It teaches how to set clear defined goals and objectives, which are essential to deal with ambiguity.

ABOUT ATYAASAA Atyaasaa Consulting Private Limited is resolute on meeting the needs of human resources, through behavioural processes, training, counselling, coaching and management consulting. It is on a Mission of 'Awakening Human & Business Excellence'. Its transformational processes facilitate unleash innate energies ensuing superior performance and productivity, both in individuals and organizations. "Atyaasaa" Vision is, to remain a leading & niche human resource training, counselling and consulting organization offering quality services through quality people. Atyaasaa is thus partnering with top brands at a National & International level in their mission of holistic growth.

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Debrief – dealing with ambiguity

HUMAN BELIEF SYSTEMS Human belief system helps to understand that if change is aligned with person’s belief then he/she accepts that change easily. But if the change is not aligned then they show resistance towards it

Sense of purpose

Competency Skill

Behavior Attitude

Value Belief Environment

COMPETENCIES REQUIRED TO DEAL WITH CHANGE Creativity and innovation Precision and accuracy Communication Collaboration Domain expertise Visioning Flexibility and adaptability Result orientation

CHANGE FACTORS INFLUENCING WORK

Mergers & Acquisitions

Customer

Competitor

Technology

Economy

Vendor

Innovator

Government

ORGANIZATION

Financial aspiration

VISION

Change in priority

Internal communication

Scope

Innovation scale up

Culture

Organization structure

Management

Type of manpower

Debrief – dealing with ambiguity

9 BOX MODEL OF RESPONSE TO PERSONAL AND ORGANIZATIONAL CHANGE

7

8

9

Workaholics Pressure of work life balance Effective zone

H

4

5

6

Unhappy stagnation

State of flux + Pressure Steady + Slow growth

M

1

2

3

Loser

Obsession to personal life

Personal life focused

L

M

H

RESPONSE TO PERSONAL CHANGE

CHANGE MANAGEMENT MODEL Change management model shows, how a person behaves, when he experiences change or has to deal with it. Change management is a process of the different emotional states faced by the human beings, when they have to undergo emotional pressure, due to change. This model helps to understand that the most effective way to deal with change is to accept the change immediately and start looking for solutions.

Active

Anger

Bargaining

Testing

Denial

Depression

Immobilisation

Passive

Time

LEWINS THREE STEP MODEL OF CHANGE

CHANGE

This model is also referred to as Unfreeze – Change – Refreeze model and comprises of three stage process. Model states that to ensure smooth transition a person needs to first unfreeze the old behavior or framework, move to a new level of behavior or situation, and then refreeze the behavior or situation at the new level.

Understand the data Be receptive to data Capture the data

Apply the data Discuss and debate Change in belief

New belief New experience

UNFREEZE

REFREEZE

Debrief – dealing with ambiguity

CHANGE MANAGEMENT PROCESS The change management process indicates that when the change is visualized, it can be implemented with sheer dedication, motivation and commitment. It is also followed by benchmarking and managing resistance towards change. The skills of people are concentrated upon, while applying change.

KEEPING TEAM SYNERGY HIGH IN AMBIGUOUS SITUATION

Result orientation

Understand situation

Focus people skill

Active participation

Change agents Manage resistance

Influence through facts

Accountability Implementation plan and benchmarks

Communicate for results

Debate on alternatives

Commitment

Motivation

Vision

Fun

PLANNING PROCESS IN AMBIGUOUS SITUATION Planning is the first principle of management. Is defined as the process of anticipating future occurrences and problems, exploring their probable impact and detailing policies, goals, objectives and strategies to solve the problems. Planning in an ambiguous situation is considered as difficult because there is a lot of uncertainty.The planning process would guide the team in understanding the problem clearly and implementing the solution by following well defined stages in the process.

PRINCIPLES TO DRIVE CHANGE IN THE ORGANIZATION Customer focus Vision based change Empowerment

Innovation Team work Training

Understand problem Constraint analysis

Define result Not known Not known

Use available data effectively

Risk mtigation Brain storming

Arrange alternatives Choose alternative Implement the plan

Affinity Diagram

Debrief – dealing with ambiguity

HIGHLIGHTS OF THE EXERCISES

• Build the universal change management model • Respond to external change factors to beat the competition • Effective communication to successfully implement the change process • Initiatives to realize and respond to change in early stages

• Decision making in ambiguous situation • Build consensus in the team • Stages in team building • Optimum utilization of given resources

• Adopt to change management process to emerge successfully • Understand how four big organizations dealt with ambiguity and became better than the best • Create system and processes to drive change

• Adapt to changing business needs • Prepare for contingencies • Areas of improvement in the organization to handle ambiguity effectively

KEY TAKEAWAYS FROM THE PROGRAM

• Decision in ambiguous situation • Planning process to deal with ambiguity • Adapt to changing situations • Drivers of the change

For fur ther details: Write to us at: info@atyaasaa.com | Call us on: (91-20) 25896445 | V isit us at: www.atyaasaa.com

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