Post on 01-Nov-2014
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Change Management For Business
TransformationApplying success-factors
Platform• Establish whether change is strategic/
operational.
• Understand how the work will change.
• Identify who will be impacted and how.
• Use 8 KSF’s to get stakeholder commitment.
• Determine approach (pressure, persuasion, learning)
• Make road map and execute the plan.
How people react to change
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How people react to change
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Prerequisites and symptoms
Establish sense of urgency
• Goal: articulate need for and economic impact of change, establish theme of first communication.
• Identify the forces driving the need for change.
• Link them to customers and broader business challenges.
• Highlight that price of staying the same is higher that the price of change (business case).
• Compel action.
Clarify the transformation vision
• Goal: achieve consistency of beliefs and actions.
• Translate the sense of urgency/the business case into a compelling picture that draws people towards the future state.
• Define new people, process and technology requirements aligned with the strategy.
• Specify new behaviours for the future state.
Engage leadership at all levels• Goal: Engage project sponsors in a meaningful
dialogue about their role.
• Identify leadership roles and behaviour required for success.
• Establish clear accountability for fulfilling responsibilities.
• Set strategies for existing support and leadership of key people and initiatives.
• Cascade responsibility for leading change down to front-line leadership.
Establish Change communication
• Goal: Ensure that stakeholders get and understand the information they need to perform their roles, interaction with stakeholders, feedback mechanism.
• Use varied means to communicate throughout the entire organization.
• Hold leaders accountable for communication.
• Encourage two-way communication.
Involve stakeholders• Goal: Engage key players, have them contribute to
the initiative.
• Involve stakeholders in problem solving.
• Keep stakeholders informed of status toward organizational objectives.
• Act on feedback from stakeholders.
• Mobilize the right resources at the right time to adopt the implementation initiative.
• Create a critical mass of effort by impacted groups to propel the change.
Enhance change capability
• Goal: assess capabilities to overcome obstacles, set priorities, achieve change momentum.
• Provide a framework to manage change and create self-sufficiency within the business for leading continuous change.
• Capture and transfer learning from past experience.
• Create increased ability to adapt and thrive on change via learning and professional development.
Implement project integration
• Goal: lower risks due to multiple priorities and conflicting resource requirements.
• Fully integrate technology, process, and people components.
• Anticipate external and internal events that may impact the project.
• Ensure sufficient flexibility is present in implementation plans.
Enhance performance and organizational alignment
• Goal: increase the likelihood of successful implementation of major change.
• Drive the behaviours needed for new process, technology, and people performance.
• Create an environment where desired behaviours are modelled, developed, measured, and rewarded.
• Reinforce, sustain, and reshape desired performance over time.
Establish sense of urgency
• Goal: articulate need for and economic impact of change, establish theme of first communication.
• Identify the forces driving the need for change.
• Link them to customers and broader business challenges.
• Highlight that price of staying the same is higher that the price of change (business case).
• Compel action.
Change management dashboard
• Tool to visually display status and monitoring progress.
• Includes an indicator for all 8 key areas.
• Introduce during project kick off and get consensus on the importance of these indicators.
• Include dashboard in status reports during project.
Change management dashboard