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

!"#$ %&'$

(!!#$

)*#$

#+,-./$

*00+12.,0+$ &31/45.2-4,$

6477-27+,2$

8++/-,9:;$

:+/<$+:2++7;$

:+/<=+<<-0.0>?$

How people react to change

Plan the 8 succes factors!"#$"%&'%

()*"#+,%

-).#$'&)/.01&#%

21$1&#%

3#*.*"4%

5".4")$617%

86.#*"%

+&//(#1+.01&#$%

9#2&52"4%

$0.:"6&54")$%

86.#*"%+.7.+10,%

;)&<"+0%

1#0"*).01&#%

;")'&)/.#+"%

.#4%&)*.#1=.01&#%

.51*#/"#0%

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