Importance of evaluation in change agency Name – Bandaru Sai Tarun HWU Person ID: H00440945

[Audio] Hello everyone, my name is Bandaru Sai Tarun. Today, I am representing the topic about the importance of evaluation in change agency..

[Audio] Moving on, I am going to discuss about these contents. I will start with the introduction, Necessity of evaluation of change agency, what are the types of changes we have, Critical role of culture and it's framework, Issues in culture change in organisations, The change process, Critical changes need for a change program, Role of senior management, Finding and training, Validation and evaluation of change program..

[Audio] Moving on to 1st Slide - I am going to provide an explanation of why and how internal change agency use evaluation within the change program and issues regarding cultural changes in the organisation and what are the changes needs to be done in this program, Role of senior management and finding as well as training would be evaluated for validation and evaluation..

[Audio] Moving on to the next slide - Necessity of evaluation of change agency: Change may cause individuals to face challenges. Evaluation of change agents is helpful in maintaining proper work flow within the organization, changes can trigger surprise through the organisation and changes can be restricted by the employees..

[Audio] Moving on to the next slide - Types of change: We have three types of changes, -> Transitional change: Transitional change is like upgrading your software—adjustments to processes and systems to adapt to new circumstances, ensuring a smoother evolution. It's the switch from the old to the new, like turning the page of a book. -> Incremental change: Incremental change is the gradual step-by-step progress, like building a skyscraper one floor at a time. It is the small shifts that accumulate over time, creating meaningful transformation. -> and last but not least Transformational change is the paradigm shift, like a caterpillar becoming a butterfly—fundamental, profound, and often altering the very core of a system or individual. It's the revolution, not just the evolution..

[Audio] Moving on to the next slide - Critical role of culture: Culture is the silent architect of organizational effectiveness, influencing strategy execution and employee engagement. Consultants navigate and optimize culture, recognizing its impact on leadership, collaboration, and overall business performance. Successfully aligning culture with strategic goals is the key to unlocking an organization's full potential..

[Audio] Moving on to the next slide - Culture Framework: And here is the culture framework, blueprint of behaviours essential for organizational success. It provides a structured approach to assess, reshape, and align culture with business objectives, offering a roadmap for sustainable transformation. Just as a well-designed building needs a solid framework, a thoughtful culture framework is crucial for building a resilient and thriving organization..

[Audio] Moving on to the next slide - Issues in culture change in organisations: Sometimes, the employees are not getting any match with the prevailing policies as well as newly implemented policies, political restrictions are also sometimes taken places. Henceforth, there is restriction observed from the sides of the employees to undergoing the change process successfully. -> Let me explain an example: Imagine the workplace is like a puzzle, and sometimes the rules and new changes don't fit well with what the employees are used to. It's like trying to wear shoes that are too tight. When this happens, people might resist the changes. To make it work, it's important to talk openly, listen to concerns, and create an environment where everyone feels comfortable with the adjustments..

[Audio] Moving on to the next slide - The Change Process: I have added the basic context, content and politics of change which applied for the organisation..

[Audio] Moving on to the next slide - Critical changes needed for a change program: Here, I am going to discuss about the critical changes required for any change program within the organisation.The change agency are required to be taken places as per the current market place and current level of sustainability of the competition. The technical aspects will also need to be taken into consideration so that, it will not become the cause of suffering difficulties by the employees..

[Audio] Moving on to the next slide - Role of senior management: Senior management serves as the vision of the organisation is identified and established by the senior managers and they are responsible for transforming the entire vision of the organisation to short term goals so that it would be possible to be achieved successfully without suffering any hindrance..

[Audio] Moving on to the next slide - Finding and training: In this perspective, it can be said that, through finding and training it will be possible to know the cause of restriction from the employees regarding undergoing change as well as doubt redressal mechanism is possible to be developed easily. The employees are also provided with the opportunity of self-assessment for overcoming the barriers..

[Audio] Moving on to the next slide - Validation and evaluation of change program: It is shown that through tracking the progress of the employees and implementation of proper training schedule it is possible to undergo validation as well as evaluation of training programs. It is also necessary to identify various benefits associated with already developed change management steps. It will be making ensure, that, the changes are always accelerating in nature within the organization as well as recognition of change agents are taken places within the organisation..

[Audio] Moving on to the next slide - Here is the Concluding slide which I have been displaying the recapitulation of the main aspects of the entire representation which has been discussed..

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Thank you. - Bandaru Sai Tarun.