Change Control Process PowerPoint Presentation Slides

Change Control
Process
Your Company Name

Table Of Content
Table of
Content
Identify The
Change
Vision For
Change
Change Management
Agents
Change Management
Framework
Resistance
And Risk
Implementation
Strategies
Cost Of Change
Feedback And
Evaluation
2
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Identify The Change
Types of Change Management
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needs and capture your audience's attention.
Forces for Change
Vision for Change
Gap Analysis
Organization Change
Readiness
3

Types Of Change Management
Description Used For Who Impacted
Systemic
Management of the systemic
changes associated with IT
applications, architecture or
infrastructure
• System implementations
• Software upgrades
• Other it changes
• IT professionals
Project
Management of score or schedule
change for a specific
• All Projects
• Project Core Team
• Extended Team
Organizational
Planning & implementing the tools,
processes, skills & principles for
managing the people side of change
to achieve the required outcomes of a
project or initiative
• All Projects
• Many System Implementations
• Most Software Upgrades
• Many other IT changes
• Company Restructuring
• Mergers & Acquisitions
• Introducing new channels, brands
or business Models
• Targeted employees or
departments
• Ancillary Employees or
Departments
• IT Professionals
• Stakeholders
GAP analysis helps in
identifying key areas of
improvement from current
state to future state. Using
this tool, you can make
important decisions about the
future and how the business
needs to change.
4

Forces For Change
Option 1
Option 2
Mergers & Acquisitions
Political-Legal Reasons
Electronic Commerce
Social-culture Reasons
Privatizations
New Technology
Digital Convergence
Knowledge Economy
There are several reasons for
change at every level of your
organization. We have listed few
reasons for the changes that
happen in an organization. You
can choose the appropriate
reason for your organization
Use pie chart for thais slide
5

Define Your Vision (Option 1 of 2)
Where you want to be
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attention.
Where you are
Adapt it to your needs and capture your audience's
attention.
Define your Vision for
change management
considering what are the
current situation/
challenges of the
organization and what it
will look like in future
6

Define Your Vision (Option 2 of 2)
Step 1
Step 2
Step 3
Step 4
Step 5
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
Where you want to be
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
Where you are
important decisions about
the future and how the
business needs to change.
7

Gap Analysis
Current State Future State Gap
Actions To Close
Gap
What What happen? What should it look like? What is different?
What will be done to
address the gap?
Where Where is the confusion? Where will it change? Where will it be different?
Where will it be
addressed?
When When is it done? When will it change?
When are the
differences needed?
When will it be addressed?
Who Who does the work? Who will do this?
Who will identify & validate
the gap?
Who will make the
decision & complete it?
How How is it sequenced?
How will it be timed
& resourced?
How will the gaps be
improved?
How will it be rolled out?
important decisions about
the future and how the
business needs to change.
8

Organization Change Readiness Checklist (1/2)
People Readiness Action Required When Completed
Business Unit / Product Group
Actions
Have the business unit contacts been selected & notified?
Have the business unit contacts been briefed by the project
team?
Has the priority for this project been set by the business unit
management team?
Training
Has the target training audience been identified and nominated?
Has a training needs analysis been carried out?
Is the training information sheet available?
has the training provider been established?
Has the training co-ordinator been provided with the training details
and put in place the necessary arrangements?
Will all field readliness criteria have been practically met prior to
training roll-out?
Deliverable
• Your Text Here
• Your Text Here
Implementation
Team Leader
• Your Text Here
• Your Text Here
Implementation
Sponsor
• Your Text Here
• Your Text Here
This checklist is
an important factor in
successful implementation
of new policies, programs.
A detailed checklist must
be completed to ensure all
elements of the change
have been addressed
9

Organization Change Readiness Checklist (2/2)
Systems Readiness
Action
Required
When Completed
Information & Communications Technology
(ICT)
Is the auditing & metering tool configured?
Content
Have the approved procedures/policies been published?
Do the proposed users have access to appropriate
documentation?
Business application
Is there a software application relevant to this deliverable?
Is there a support model for this application and are the details
available for distribution?
Has the relevant IT business unit been notified of Installation
and support requirements?
This checklist is
an important factor in
successful implementation of
new policies, programs. A
detailed checklist must be
completed to ensure all
elements of the change have
been addressed
10

Change Management Agents
11
Board
Adapt it to your needs and
capture your audience's
attention.
Sponsors
attention.
Leaders
attention.
Team Members
attention.
Stakeholders
attention.

ChangeManagement
Board
Application Manager
Secretary
Problem Manager
Finance Manager
Business Case Representative
Service Level Manager
Release Manager
Change Manager
(Chair)
Board play an essential role
in an organization's overall
change management
strategy. You can edit the
slide to add the names of
change management board
members of your
organization
12

13
Change Management Sponsors
Stakeholder 1
Stakeholder 2
Stakeholder 3
Stakeholder 4
Stakeholder
Stakeholder 1
Stakeholder 2
Stakeholder 3
Stakeholder 4
Stakeholder
22%
22%

Define Role Of Leadership In CM
Successful organizational
change depends on
leaders and their level of
involvement in the process of
change. We have listed few
responsibilities of leadership.
You can edit this based on
your requirement
14
35%
33%
19%
8%
5%
Vision
Energizing People
Communication
Charisma
Competence

Define Role Of Team Members
You can edit this slide
and mention the
responsibilities of key
team members involved
in the change
management process
15
• Take Responsibility For Key Initiatives
• Coordinate Project Team
• Report To Business Unit GM And Change Office On Project Progress
Project Leaders
• Develop Leadership Change Management Capability
• Provide Ongoing Change Advice To Leaders
Release Management Role
• Coordinate Project Infrastructure & Integration
• Prioritize And Plan Overall Project Timeframes
Process Co-ordination Role
• Take Responsibility For Key Initiatives
• Coordinate Project Team
• Report To Business Unit GM And Change Office On Project Progress
Performance Management Role

Role Of Key Stakeholders
You can edit this slide
and mention the names
and roles of key
stakeholders who
influence the change
management decision
16
Driving
Active Participation
Understanding
Advocacy
Willingness

17
Change Management
Framework
Process
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Plan
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Tools
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Models
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Change Management Process
Identify the change & all
the particulars of the
change
Initiate Change
Request
• Change request board reviews change
request
• CRB selects the process map based on
the change request
• CRB routes the plan for necessary
approvals
Review by Change
Request Board
• Identify the impact of changes
• Anticipate and mitigate the risks
• Develop implementation &
release strategies
Planning
• Rollout changes
• Allocate resources
• Communicate changes
• Align system, structure &
policies
Implementation
• Evaluate the effectiveness of the
changes
• Review the areas of resistance and
prepare strategies to manage it
Review
• Maintain momentum
• Apply methods for
continuous improvement
Sustain
The change management proce
ss is the sequence of steps or
activities that a
change management team
follow to drive change
management. We have mention
basic steps of change
management process. You can
add or delete the steps based on
your requirement
18

Change Management Plan
SR
No
Change
Request
Priority Impacts Effort Hours $ $ Total Approved
1 Change Request # Priority Impacts Requirements 10 $100 $1000 Approved By
2 Change Request # Priority Impacts Design 20 $200 $4000 Approved By
3 Change Request # Priority Impacts Test 30 $300 $9000 Approved By
4 Change Request # Priority Impacts Implementation 40 $400 $16000 Approved By
6 Change Request # Priority Impacts Design 60 $600 $36000 Approved By
7 Change Request # Priority Impacts Test 70 $700 $49000 Approved By
8 Change Request # Priority Impacts Implementation 80 $800 $64000 Approved By
A basic plan defines activities
and roles to manage and
control change during the
execute and control stage of
the project template basic
structure has been shown in
this slide. You can edit it
based on your requirement
19

Change Management Tools
20
Tools
Stakeholder
Analysis
Identify stakeholder
engagement levels
for mutual solutions
Change Impact
Assessment
Identify potential
impact of change on
the organization
Job Impact
Assessment
Ascertain the
impact of change
on roles & people
Change Effectiveness
Assessment
Determine the need to re-
evaluate the current
approaches to ensure
sustainability of change
Change Readiness
Assessment
Diagnose AS-IS
situation & evaluate
the employees
readiness towards
the change

Change Management Models
CM
Models
The Johari
Window
Kotter's Eight
Phases of Change
The ADKAR
Change Model
The McKinsey 7S
Framework
The Burke-Litwin
Change Model
Leavitt's
Diamond
Lewin's Three Stage
Change Model
Bridges'
Transition Model
Change
Curve Model Various models used in
change management
process have been listed
down. You can choose
one or more models
based on your
requirement
21

Lewin's Three Stage Change Model
Unfreezing
• Educate (everyone understands)
• Inform (what, why, when, how)
• Consult (seek views & ideas,
allow thinking time, use others’
ideas )
• Plan (objectives, resources, time-
scales, measures, budgets)
• Organise (work plans)
• Appoint (leaders, managers,
teams)
“Readiness to Change”
Changing
•Praise
•Encouragement
•Recognition & empathy
•Coach
•Train
•Lead
•Manage
•Help & guidance
•Regular feedback
•Provide adequate resources
“Implementation”
Refreezing
•Set performance indicators
•Monitor & evaluate performances
•Establish systems to make it happen
•Establish controls to check it is
happening
•Rewards for new behaviour
•Sanction (or lack of reward) for old
behaviour
•A period of relative stability
(consolidate)
“Making it Stick”
We have mentioned a
framework of Lewin’s
three stage model, you
can use it as per your
requirements
22

ADKAR Model
PhasesofaChangeProject
Phases of Change for Employees
Awareness Desire Knowledge Ability Reinforcement
Implementation
Post - Implementation
Concept & Design
Business Need
Successful
Change
ADKAR MODEL
23
This slide shows
framework of ADKAR’s
model, you can use it
as per your
requirements

Bridge Transition Model
24
Uncertainty
ExplorationSkepticism
Commitment
Ending Transitions New Beginning
This slide shows
framework of Bridge
Transition model, you
requirements

Szpekman's Communication Framework
Knowledge / Skill Emphasis
• Competency Models
• Hiring Processes
• Orientation Programs
• Training & Development
• Feedback & Coaching
• Talent Planning
Measures
• Performance Management
• 360 degree Feedback
• Employee Surveys
• Performance Metrics & Benchmarks
Rewards
• Compensation Plans
• Benefits
• Recognition Programs
• Promotions
Structure / Process
• Organization Structure
• Career Paths
• Policies & Procedures
• Roles & Responsibilities
• Tools & Support
Leadership
• Vision & Strategy
• Agenda Items
• Questions
• Praise
• Resources
• Assignments
• Symbolic Behavior
Communication
• Communication Plans
• Print & Electronic Media
• Face-to-Face Communication
0205
0106
0304
Managers
25
This slide shows
framework of
Szpekman's
Communication, you

Roger's Technology Adoption Curve
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Innovators Early Adopters Early Majority Late Majority Laggards
26
This slide shows
adoption curve of
change, you can edit
it as per your
requirements

27
Risk &
Barriers
Risk Assessment
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audience’s attention.
Resistance to Change
Resistance Management Plan

Risk No.
Date of risk
occurring
Brief Description of Risk Low Medium High
Mitigati
on
Action
Approval of
Commencement
Date of
Commencement
Identify the risk and assess the significance and
likelihood of it occurring and plan the contingency.
• What risks may occur upfront?
• Identify the key concepts that may arise along the
way
way
way
likelihood of it occurring and plan the
contingency.
way
Risk Assessment
28
For effectively change
management process, it is
important to identify all the
possible risk elements which
might get associated with it.
Below is a template which you
can use to list down all the
possible types of risk and
mention there possible impact on
the project

Risk Matrix
Key
Very High Risk
Do Something to control the risk
Immediately
High Risk Do something about these risks
Medium Risk
Does not need immediate attention
Low Risk
Consequences
Likelihood
1
Insignificant
2
Minor
3
Moderate
4
Major
5
Catastrophic
A
Almost Certain
Medium High High Very High Very High
B
Likely
Medium Medium High High Very High
C
Possible
Low Medium High High High
D
Unlikely
Low Low Medium Medium High
E
Rare
Low Low Medium Medium High
29
For effectively change
management process, it is
important to identify all the
possible risk elements which
might get associated with it.
Below is a template which you
can use to list down all the
possible types of risk and
mention there possible impact on
the project

Resistance Assessment Survey
Below is a list of potential areas for resistance that you maybe experiencing in the implementation of the SLM project. For each area indicate the degree to which you agree or disagree by placing
your response in the box from the following scale.
1 (Strongly disagree) 2 (Disagree) 3 (Neither agree or disagree) 4 (Agree) 5 (Strongly Agree)
Assess the across individually and highlight any scores that are greater than three. This area should then become your primary focus for the greatest resistance to your project.
Area of Resistance Description Rating
1. Lack of understanding of the purpose and drives for the changes
There maybe a lack of understanding of the purpose of the project.
There maybe lack of awareness of the need for the change to occur.
2. Feeling of losing control
People support what they have helped to create. If they feel they have not had sufficient input,
resistance usually increases.
3. Lack of support from various levels in the organization
If people perceive that key individuals or groups in their area are not genuinely supportive of
the project, their acceptance is difficult to secure.
4. Feel there is a real threat to my existing power, job security or
personal and career goals
Resistance is increased if people believe the change will result greater emotional or career
costs relative to what they may gain.
5. Concerns about a lack of skills and knowledge
People may resist change if they do not possess the skills or the ability for optimal performance
during and after the change.
6.High level of impact on daily work patterns
Failure to acknowledge and if possible, minimise the impact of project teams activities and
changes on people work patterns tends to promote distrust and allentation.
7. Lack of time to absorb the changes The ability of staff to assimilate the change and all its consequences must be assessed.
8. High level of uncertainty Sometimes just the uncertainties of the situation can make people react negatively.
9. Adverse changes to key working relationships Adversely affecting the way they relate to others or who they work with or who they report to.
10. High level of past resentments and dislikes
People may distrust or dislike sponsors or change agents or have had negative experience
around change a lack of acceptance and enthusiasm for the change will quickly materialise.
11. Lack of incentives and rewards
Change involves learning and learning usually involves errors. When people are not given the
freedom to make mistakes while learning they become afraid.
People need to be rewarded for accomplishing the change in the form of something they truly
value.
30
For the smooth
implementation of change,
it is important to identify all
the barriers. Below is a
questionnaire which you
can use to track all the
possible barriers

Resistance to Change (1/2)
10%
20%
30%
40%
50%
60%
70%
80%
90%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90%
Resistance
to Change
Limitation Of
Existing System
Lack of
Executive Commitment
Lack of
Executive Champion
Unrealistic
Expectation
Lack Of Cross-
Function Team
Inadequate Team &
Users Skills
Technology users not
Involved
Project Charter
Too Narrow
For the smooth
the barriers. You can rate
all the possible barriers
and analyse which
barriers needs to be dealt
first
31

Resistance to Change (2/2)
10%
20%
30%
40%
50%
60%
70%
80%
90%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90%
Resistance
to Change
Limitation Of
Existing System
Lack of
Executive Commitment
Lack of
Executive Champion
Unrealistic
Expectation
Lack Of Cross-
Function Team
Inadequate Team &
Users Skills
Technology users not
Involved
Project Charter
Too Narrow
Low Medium High
For the smooth
the barriers. You can rate
all the possible barriers
and analyse which
first
32

Resistance Management Plan
Key Areas Of Resistance Actions To Address Resistance Responsible Person
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Resistance can be
avoided if you have
effective change manage
ment plan. Use below
template to analyse which
first and how.
33

Implementation Strategies
Change Transition Plan
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your audience's attention.
Communicating The Change
Change Management Training
Timeline For Implementation
Sustaining The Momentum
34

Milestone 5 Here
Oct 28
Milestone 4 Here
Sep 18
Milestone 3 Here
Aug 14
Milestone 2 Here
Jul 10
Milestone 1 Here
May 28
Milestone 6 Here
Sep 18
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
Jan 5 - Mar 1
Feb 2 - Mar 14
Mar 14 – May 2
May 25 – Oct 20
Oct 21 – Nov 15
Nov 16 – Dec 20
Communications
Management
Owner
ABC
Owner
ABC
H.R
Owner
ABC
Staff
Relocation
Owner
ABC
IT
Owner
ABC
Preparation
Announcement
Grievances
New Positions
Team 1
Telecoms/PC
This slide covers the
timeline of various
process, you can use it
as per your requirements
35

Tasks Start
Duration
(Days)
%
Complete
02 09 16 23 30 06 13 20 27
Task 1 1/2/12 35 26%
Sub Task
1.1
1/2/12 10 40%
Sub Task
1.2
1/12/12 25 20%
Task 2 1/2/12 66 88%
Sub Task
2.1
1/2/12 30 100%
Sub Task
2.2
2/1/12 25 80%
Sub Task
2.3
2/27/12 10 70%
Task 3 1/2/12 10 40%
Sub Task
3.1
1/2/12 10 40% 40%
40%
70%
80%
100%
88%
20%
40%
26%
This a Gantt chart
representing the various
tasks to be performed
along with there duration
and degree of
completion, you can use
it as per the need.
36

Change Transition Curve
Shock
Sudden
Awareness
Blaming Self
Blaming others
Depression
Insecurity
Discovery
Learning
Integration &
New meaning
Time
Performance
Numbness
Denial
Panic
Dread
Acceptance
Acknowledgement
Testing
Experimentation
Feelings of optimism
Hope
Renewed Energy
Feelings of
satisfaction
This curve depicts the
transition process at
different time intervals,
you can edit it as per
your requirements
37

Communication Plan (Option 1 of 2)
Audience Key Messages Delivery Methods Date
Length of Session
(if applicable)
Location
Example:
Team Leaders
Senior Managers
Sender
Example: Project
Manager
Example:
Staff Users
Sender Example: Supervisor
This table can be used to
prepare plan for
communicating the
change to the
employees. You can edit
it as per your
requirement
38

Communication Plan (Option 2 of 2)
Audience Key Messages Delivery Methods Date
Length of Session
(if applicable)
Location
Example:
Team Leaders
Senior Managers
Sender
Example: Project
Manager
Example:
Staff Users
Sender Example: Supervisor
prepare plan for
communicating the
change to the employees.
You can edit it as per your
requirement
39

Change Management Communication (1/2)
Industry Corporation Groups Individuals
Communication Tools Matrix
Soft Skills
Hard Skills
Targeting email
Incentives
Workgroup Newsletters
Off the job Training
Coaching
Conflict Mediation
On the job Training
Soft Skills Training
Job Descriptions
& Goals
Focus Groups
Team coaching
E-Learning
Technical Workshops
Technical Symposiums
Kick-off
Team Development
Departmenta
l Newsletters
Client/Vendors Surveys
Client/Vendors
Workshops
Webcasts
PR Team work
Press Releases
Marketing
Team Work
CxO video
C-Suite lead by example
Mission Statement
Corporate Newsletters
Surveys
Town Hall Meetings
Internal Webcasts
Various channels for
communicating change
has been listed down.
You can choose one or
more ways depending on
your requirement
40

Change Management Communication (Option 1 of 2)
Channelsunderdirect
controlofmanagement
Face-To Face
Options
Alternate Under
Direct Control Of
Management
Channels Not Under
Direct Control Of
Management
• Department Meetings
• One-o-one meetings
• Town Hall Meetings
• Brown Bag Lunches
• Training courses and workshops
• Emails
• Corporate Newsletters
• FAQs
• Internal Memos
• Posters
• Intranet
• Market Place Changes
• Customer Inputs
your requirement
41

Change Management Communication (Option 1 of 2)
Face-To Face
Options
• Department Meetings
• One-o-one meetings
• Town Hall Meetings
• Brown Bag Lunches
• Training courses and
workshops
Alternate Under
Direct Control Of
Management
• Emails
• Corporate Newsletters
• FAQs
• Internal Memos
• Posters
• Intranet
Channels Not Under
Direct Control Of
Management
• Market Place Changes
• Customer Inputs
Channels under direct
control of management
your requirement
42

43
attention.
Session Modules
attention.
Objectives
attention.
Length of Training Session
attention.
Target Audience
attention.
Delivery Mode
attention.
Facilitator
attention.
Learning Outcomes
Change Management Training
prepare plan for training
and educating the
employees. You can edit
it as per your
requirement

Change Management Timelines
Diagnose Design Develop Deliver
April Shared
Change Purpose
Define Future State
Define Change Governance
Change Impact Assessment Change Management Plan
June Visible
Change Leadership
Develop Change Leaders Support Change Leaders
July
Smart
Engagement &
Communication
Stakeholder Analysis Build Change Network Stakeholder Communication
September Strong
Individual Performance
Knowledge & Skill Assessment
Effective Performance
Management
Effective Training &
Knowledge Management
Effective Talent Management
December Supportive
Organization & Culture
Culture Change Analysis
Business Process Alignment
Prepare organization Design Behaviour Change Plan Implement organization Design
February Meaningful
Change Measurement
Measure Change Progress Assess Change Readiness
This slide covers the
timeline of the change
Management, you
requirements
44

Sustaining Momentum
Developing New
Competencies & Skills
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& capture your audience's attention.
Building A Support System For
Change Agents
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your needs & capture your audience's
attention.
Providing Resource For
Change
attention.
Staying The
Course
attention.
Reinforcing New
Behaviors
attention.
Sustainability is important
factor in success and
continuous improvement of
change. Various methods
for sustaining momentum
has been listed. You can
choose it as per your
requirements
45

46
Cost Of Change
Management
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Change Management Cost
Task Name Cost 1st Quarter 2nd Quarter 3rd Quarter 4th Quarter
Jan Feb Mar Apr May June July Aug Sep Oct Nov Dec
Top Down Plan $80,000
Strategy $15,000
Change Readiness
Assessment
$20,000
Execute Change $20,000
Long Term
Sustainment
$20,000
This slide helps you in
ascertaining the cost
incurred in executing
various steps of change
management process, you
can edit it as per your
requirements
47

Feedback & Evaluation
Change Management Feedback
Sustaining The Momentum
Timeline For Implementation
Change Management Experience
Change Management Performance
Dashboard
48

Change Management Questionnaire / Feedback
Descriptor Comments/Feedback
What were the key objectives of the change?
What has enabled you to sustain the change?
Did you effectively plan the change?
Would you do anything differently next time during the planning stage?
Did you communicate with the right people at the right time in the right way?
Would you use different communication strategies in the future?
What worked well with the change process?
What would you do differently next time?
What were the key lessons learned?
This is an analysis
carried out to capture the
overall experience of the
change management
process. You can edit it
as per your requirement
49

Results
0
10
20
30
40
50
60
70
80
90
Effective Leadership
at all Levels
Strong Sense of
shared purpose one
that is Inspiring and
Engaging
Strong Customer
Focus
Employee
Involvement and
Support for Change
Commitment to
Learning and
Change
Speed of Delivery
Balanced with
Effective
Governance
Understanding of the
Impact of the
Organization on
Society
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.
• Strongly Agree • Agree • Disagree • Strongly Disagree
This is an analysis
change management
50

16%
46%
77%
96%
Poor (n=244)
Fair (n=653)
Good (n=834)
Excellent (n=165)
Overall Effectiveness of Change Management Program
Change Management Experience
This is an analysis
change management
51

Change Management Performance Dashboard
52
%ChangeImplementedwithinTarget
0 100
20
10
30
40
80
90
70
60
50
%Changes Failed
0 100
20
10
30
40
80
90
70
60
50
%Emergency Changes
0 100
20
10
30
40
80
90
70
60
50
Average Change
Implementation Time
0 100
20
10
30
40
80
90
70
60
50
%High Risk Changes
0 100
20
10
30
40
80
90
70
60
50
Average Cost
Per Change
0 100
20
10
30
40
80
90
70
60
50
0 100
20
10
30
40
80
90
70
60
50
0 100
20
10
30
40
80
90
70
60
50
0 100
20
10
30
40
80
90
70
60
50
%Change Rejected
6
24
40
27
6
Critical High Low Medium None
Changes By Priority Change Management
Dashboard for Apr 09
Change Management Score
0 20 40 60 80 100
87%
13%
• Emergency
• Abc
This is an analysis
change management

Change Control Process Icon Slide
53

Change Control Process Icon Slide
54

Coffee
Time
10 Minutes
Break
55

Column
Chart
0
10
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70
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90
100
Jan Feb Mar Apr May Jun
Salesinpercentage(%)
Financial year in 2018
98%
your needs and capture your
Product 01
Product 02
57
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and
select “Edit Data”.

0
10
20
30
40
50
60
70
80
FY' 11 FY' 12 FY' 13 FY' 14 FY' 15 FY' 16 FY' 17 FY' 18
Salesinpercentage(%)
Financial years
Line
Chart
your needs and capture your audience's
attention.
Product 01
attention.
Product 02
58

Area
Chart
Product 01
Product 02
100%
0
10
20
30
40
50
60
70
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100
FY '12 FY '13 FY '14 FY '15 FY '16 FY '17 FY '18
SalesInPercentage(%)
59

Stacked
Line
This slide is 100% editable. Adapt it
to your needs and capture your
Product 01
Product 02
Product 03
RevenueInPercentage
0
2
4
6
8
10
12
14
FY' 15 FY' 16 FY' 17 FY' 18
60

62
Ourmission
This slide is 100% editable. Adapt
it to your needs and capture your
Vision
Mission
Values

63
Marry Graves
CEO
John Smith
Financial manager
Sofia William
Product Manager
Tom Mike
Marketing Manager
Our Team

About Our
Company
Target Audiences
Preferred by Many Values Client
64

Quotes
Opportunity is missed by most
people because it dresses in
overalls and looks like work.
…Thomas Edison
65

Financial
66
First feature
Second feature
Third feature
Fourth feature
First feature
Second feature
Third feature
Fourth feature
$130 This slide is 100% editable. Adapt it to your
Silver
Gold
$150

Comparison
25
35
45
65
0
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Jan Feb Mar Apr
15
25
35
40
0
5
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Jan Feb Mar Apr
67
This slide is 100% editable. Adapt it to your needs and capture your audience's attention.

68
Satisfaction
Communication
Values
Our Main Goals

Puzzle
attention.
attention.
attention.
attention.
69

Venn
Adapt it to your needs and capture
01
02
03
70

Target
attention.
attention.
attention.
attention.
71

Mind Map
attention.
attention.
72

Bulb Or Idea
Adapt it to your needs and capture your
03 04
02 05
01 06
73

74
Thank You
# street number, city, state
Address
0123456789
Contact Numbers
emailaddress123@ gmail.com
Email Address

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