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How to be Resilient in the Face of Massive Change PMI –SAC CONFERENCE – NOVEMBER 24 By: Razina Visram, MBA, PMP, CMA, CEC & Patricia Morgan, MA, CCC
How to be Resilient in the Face of Massive Change
PMI –SAC CONFERENCE – NOVEMBER 24 By:
Razina Visram, MBA, PMP, CMA, CEC & Patricia Morgan, MA, CCC
Life is change. Growth is op3onal. Choose wisely. - Karen Kaiser Clark
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Objectives Of Today’s Session
• Importance of Project Managers understanding Change Management
• Understand Resilience
• How to manage change using the ADKAR Model
• Have 5 Strategies to strengthen your resilience and your team
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Importance of Project Management and Change Management
Prosci’s 2014 Best Prac*ce in Change Management
Project Management
Design, Develop, Deliver Solution Effectively
Change Management Solution is Embraced, Adopted and Used Proficiently
Processes And it mattered: “Good” or “Excellent” CM
DID DIDN’T
People Tools
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71% Integrated CM & PM
?
Did Didn’t
Correlation of Change Management to Project Management
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What Skills do Project Managers Need To be Effective at Managing Change?
• People & leadership skills are critical • Understanding change management • Coaching & managing resistance • Leading change through influence • Assisting people through the transition • Being resilient
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The five building blocks for successful change
Prosci® ADKAR® Model
Awareness
Desire
Knowledge
Ability
Reinforcement
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Change begins with understanding why
Prosci® ADKAR® Model
What is the nature of the change? Why is the change needed? What is the risk of not changing?
Awareness
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What is Resilience?
The ability to persist, cope with or recover from change. . .
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Why Being Resilient Matters
• Today’s economy: MASSIVE challenges • Distressed team members • More work and fewer resources • Leadership skills needed
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Desire
Change involves personal decisions
Prosci® ADKAR® Model
What’s in it for me (WIIFM)? A personal choice. A decision to engage and participate.
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What if you are not resilient?
• Less able to deal with unwanted change • Decreased productivity and problem solving • Unable to meet the Three Critical Success Factors—scope, schedule and cost • Increased health issues • Disgruntled attitude
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Change requires knowing how
Prosci® ADKAR® Model
Understanding how to change. Training on new processes and tools. Learning new skills.
Knowledge
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Understand How To Be Resilient
Me, lead the way?
Really?
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1. Internal Resources: Locus of Control
The last of human freedoms is one’s ability to choose one’s
attitude in a given set of circumstances.
Viktor Frankl
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2. Resilient Role Model
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Adaptability Assertiveness Authenticity Confidence Compassion Creativity Determination
Discipline Enthusiasm Focus Honesty Imagination Motivation Persistence
Resilient Role Model Strengths
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3. Optimism
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OPPORTUNITYISNOWHERE
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4. External Resources
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Seven *mes more likely to be: • engaged in their job • better at engaging stakeholders • produce higher quality work • have higher wellbeing • less likely to get injured on the job - Gallop Poll
WORKPLACE BEST FRIEND
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5. Communication Pattern
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Victim or Survivor/Thriver
Rescuer or Coach
Persecutor or Challenger
SolutionsForResilience.com/store
Adapted from the Stephen Karpman
Triangle
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Communication Pattern CONTINUED
Ability
Change requires action in the right direction
Prosci® ADKAR® Model
The demonstrated capability to implement the change.
Achievement of the desired change in performance or behavior.
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Demonstrate Resilience
1. Focus on your internal locus of control 2. Ask , What would my role model do? 3. Use optimism to open possibilities 4. Access support 5. Avoid or get out of the Triangle
Acknowledge your team!
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Change must be reinforced to be sustained
Prosci® ADKAR® Model
Actions that increase the likelihood that a change will be continued.
Recognition and rewards that sustain the change.
Reinforcement
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Reinforce Resilience
1. Use self-compassion (awareness). 2. Ask, What did I learn? 3. Ask, What will I do next time?
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Prosci® ADKAR® Model
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ADKAR® Model SUMMARY
• Key building blocks for managing successful change – professional or personal
• ADKAR® can be used to - Manage personal transition - Prescribe what is needed for successful change - Focus conversations - Diagnose gaps (which building block is missing)
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Speed of Change Process
Timing and Integration of PM/CM P
hase
s of
a P
roje
ct
Required Elements of Change for Employees
Failure A
Ineffective Change Management
Ineffective Project Management
Failure B
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Tactics for Engaging Project Teams in Change Management
1 Work collaboratively (bidirectional)
2 Make a compelling case for the value of change mgmt
3 Provide training and education
4 Make change management “real” to the project team
5 Integrate change management activities in to the project plan
6 Leverage sponsor involvement
7 Communicate
8 Document roles and responsibilities
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Thank You! • Come Visit Us at Our Booth. • Find out more about our Change
Management Training. Win Free Tuition. • We can assist you with all your consulting
needs (PM,BA,CM), Training and Coaching • Get insights into your future –
fortune telling/intuition reading
Consulting • Coaching • Training 32
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