Change Management - Brighton Leadership Group

Report
Change Management
Overview
Objectives
 Overview
of the change management approach
 Clarity
on how the tools support the change
approach
 Apply
the change management approach
2
Top 5 Reasons for Success
1.
Active and visible executive sponsorship
2.
Frequent and open communications
3.
Structured change management approach
4.
Dedicated resources for change management
5.
Employee participation
© Prosci
From the Prosci 2012 Best Practices in
Change Management Research Report
www.change-management.com/best-practices-report.htm
3
Why Change Management?
Change management provides a structured approach or framework
to effectively transition groups or organizations through change.



Reduce resistance and misunderstandings that create costly delays,
re-work, error / waste and turnover
Increase and expedite user “adoption, proficiency and ultimate
utilization” thereby optimizing business results
Engage users in the change, share relevant information about the
change, and expedites the transition to the ‘new future’
4
Project Management and Change Management
Phase
One
Phase
Two
Phase
Three
Phase
Four
Initiate
Plan
Execute
Close
Understand
Prepare
Do
Sustain
5
Change Management
6
High Level Approach
Change
Management
7
Understand



The Organization (the landscape)

Historical perspective; collective memory; culture

Skills, abilities and processes the support change
The People (who is on the journey)

Change Leaders (Sponsors)

Change Participants (Change Targets / Stakeholders; directly impacted,
indirectly impacted and influencers)

Change Team
The Change (the journey)

Where are you now, where are you going and how will you get there?

What does success look like?

Type, Size, Timing and Impact
8
Understand – Activities/Tools/Templates
Topic
Organization
Tool/Template
Organizational Assessment
Activity
Complete the assessment;
determine potential risk
People
- Sponsors
Sponsor Analysis
Identify Sponsors
- Stakeholders
Stakeholder Management
Identify Stakeholders
- Team
Determine resources required and
form change team
Change
Change Impact
Assess the impact of the change at a
Success Definition (ties to benefit
high level; confirm success definition
realization)
9
Understand – the Organization
Organizational Assessment
• Helps to understand the organization, and its
overall capacity and readiness for change.
• Considers the context of what’s happening in
the organization in relationship to the change
• Scores the risk of resistance, saturation and
other change issues
10
Understand People - Sponsors
11
Understand People - Stakeholders
12
Understand The Change
• Clearly Define Success
• Determine the Change Impact
13
Prepare



Analyze

Impact of change on specific stakeholder groups

Support or potential resistance of stakeholder groups

Leadership competency and commitment (Sponsor Analysis)
The Plan

Determine the activities needed to achieve the change success based on
the understanding of the organization, people and change

Create Stakeholder Management Plan and Sponsorship Plan
The Team

Ensure sufficient resources; align roles and responsibilities
14
Prepare – Activities/Tools/Templates
Activity
Stakeholder Management
(Detailed Stakeholder Analysis)
Stakeholder Management
Needs Analysis
Description
What does each stakeholder (group) need to be, know or
do in order to successful accomplish the change
What change management activities apply
•
Coaching

Communication

Learning / Education

Resistance Management

HR systems and structure - Org Design

Engagement – dialogue or involvement

Hyper Care / Support

Change Campaign
Create Stakeholder
This combines the identification of the stakeholders with the
Management Plan from Needs
impact analysis and needs analysis to come up with a
Analysis
comprehensive approach for managing each stakeholder
group through the change
15
Prepare – Activities/Tools/Templates
Activity
Sponsor Analysis / Checklist
Description
Determine the change commitment and the change
competence of sponsor. What is the influence and
positional power of the sponsor? Assess the risk and as
needed define a risk mitigation strategy. Perform an
individual sponsor assessment as needed using the
Sponsor Checklist.
Sponsor Analysis
Create Sponsor
What change management activities (if any) are needed
•
Coaching
•
Communication
•
Learning / Education
•
Resistance Management
This is a plan to address sponsorship challenges
Management Plan
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Do the Change Activities

Communicate, Educate, Coach,
Manage Resistance,
Address System / Structure,
Engage Stakeholders

Assess and Adjust the Plan as Needed

Determine the activities needed to achieve the change
success based on the understanding of the organization,
people and change

Periodically assess the movement of stakeholders through
the change from awareness to commitment
17
Do – Activities/Tools/Templates
Activity
Perform the change activities
defined in the stakeholder
management plan
Assess and adjust activities as
Update plans; reassess stakeholders and
needed to manage resistance
sponsors
and achieve sustainable change
success
Determine whether the
Change Readiness Assessment (tool)
organization is ready to make the
change
18
Sustain

Transition to Operations

Measure Against Benefits Realization


Assess adoption, proficiency and utilization

Review change success definition
Maintain the Change


Determine the activities needed to sustain the change success
based on the understanding of the organization, people and change
Celebrate Success
19
Sustain – Activities/Tools/Templates
Activity
Track and Monitor Results
Validate success against
(integrated with benefits realization)
the definition
20
Watch Out’s (from John Kotter)
Some of the most common change errors are:
(1) Allowing too much complacency,
(2) Failing to create a sufficiently powerful guiding coalition,
(3) Underestimating the power of vision,
(4) Under communicating the vision,
(5) Permitting obstacles to block the new vision,
(6) Failing to create short-term wins,
(7) Declaring victory too soon,
(8) Neglecting to anchor changes firmly
in the corporate culture.
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Overview
 Take the time to Understand:
• The Change
• The People
• The Organization
 Prepare - create a plan to
successfully accomplish the desired
results
 Do - execute the plan
 Sustain – make sure the benefits of
the change stick!
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