Welcome to

The Zone of Change

Hendri Andi Mesta
Materi 1 : Pengantar Manajemen
Perubahan
Syawal 1430 H / Oktober 2009
 What Is Change
• To cause to be different, to alter

• Move from steady state to

another state

• Alterations in people,
structure, or technology
 Management
Coordinating work activities
so that are completed
efficiently and effectively
with and through other people

(Stephen P. Robbin)
 Change Management

A structured approach to
transitioning individuals,
teams, and organizations
from a current state to
a desired future state.
 The current definition of Change
Management includes both
organizational change management
processes and individual change
management models, which together
are used to manage the people side
of change
 change is an organizational
reality

managing change is an
integral part of every
manager’s job [complicates
the jobs of managers]
 Organizational Change
Forces
• External Pressures

Political Economic

Legal Organization Social

Environmental Technological
• Internal Pressures
Need for improved performance
In current or new markets
Need for integration and collaboration
E.g., alliances, synergies, economies of scale
Power and politics
E.g., changes at top management and board level
Changes in surrounding organizations
E.g., key customers, suppliers, partners
 Karakteristik Perubahan
• Misterius
• Memerlukan change maker(s)
• Tidak semua orang bisa diajak
melihat perubahan
• Perubahan terjadi setiap saat
• Membutuhkan waktu, biaya, dan
energi
• Diwarnai banyak mitos
– Menimbulkan ekspektasi
– Menimbulkan ketakutan
• Memiliki dua sisi perubahan (soft
side and hard side)
 Two Sides of Change
The HOW
The ‘soft’ side:
Culture, behaviours,
values, and people
Change
Leadership

Change
Management

The WHAT
The ‘hard’ edge:
Systems, processes, structures, and
business strategy
 Strategi Perubahan
• Perubahan Strategis (radical change)
vs Perubahan Operasional
(incremental/partial change)
• Perubahan Antisipatif (anticipatory
change) vs Perubahan Reaktif
(reactive change) vs Perubahan Krisis
(crisis change)
cHaNgE! – Rhenald Kasali
Three Categories Of Change
Work specialization,
departmentalization,
chain of command, span of
Structure
control, centralization,
formalization, job redesign,
or actual design

Work processes, methods,

Technology
and equipment

Attitudes, expectations,
People perceptions, and
behavior
Change is the only
evidence of life
--- Evelyn Waugh
“ ….Sesungguhnya Allah tidak akan
mengubah
apa yang terdapat
pada (keadaan) satu kaum
(masyarakat), sehingga mereka
mengubah
apa yang terdapat dalam diri
(sikap mental) mereka….”

QS Ar-Ra’d (Guruh) : 11
paradox of change

Pada saat perubahan harus dilakukan,

orang orang merasa tak ada
kebutuhan sama sekali,
sebaliknya, pada saat anda dituntut
untuk berubah,
anda sudah tak punya
daya sama sekali.”
When you change your thinking (pikiran)
You change your beliefs (keyakinan diri)
When you change your beliefs
You change your expectations (harapan)
When you change your expectations
You change your attitude (sikap)
 When you change your attitude (sikap)
You change your behavior (tingkah laku)
When you change your behavior
You change your performance (kinerja)
When you change your performance
You change your destiny (nasib)
When you change your destiny
You change your life (hidup)