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Presented by Catherine Smithson March 2016
Setting up Change Management Training for Success in 2016
Introducing Being Human • Founded in 1993 • Our mission: develop change-capable people and organisations so they achieve the benefits of change.
• 10th anniversary as Prosci’s Primary Affiliate in Australia and New Zealand.
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Agenda
1. The challenge of Change Management training
2. Role based training • What it is • How it works
3. Being Human’s approach to building individual capability
4. Q&A
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The Challenge of Change Management training
• Budget and time; • “Magic bullet” for issues on
a project, resistance and people issues;
• Ownership L&D/ OD or project delivery;
• On the job application • Others?
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Quotable quotes
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“Who are you and what am I doing on this course?”.
“As Project Manager, am I expected to become the Change Manager for my
project after this program?” .
“I think our Executive team would really benefit from
training in Change Management but they won’t
make the time available.”
“The training was timely and well paced. It was responsive to the level and needs of the
group.. I look forward to implementing it.”
“Absolutely the single most valuable and timely course
I’ve ever been on - it exceeded my expectations.”
“An excellent facilitator who created an open environment for honest discussion. Really relevant to what’s happening
to me, my team and my organisation.”
Best Practices update on who receives training
• Significant increase in training for Change Management Resources (72% up from 51%)
• Decline in training for all other groups
• 76% of participants said their organisation didn’t prepare managers for change
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72%
44%
37%
31%
15%
0% 20% 40% 60% 80%
Change Management Resources
Project team
People Leaders
Executives
Impacted employees
Percent of Respondents
Groups that received CM Training
3%
3%
29%
47%
3%
0% 10% 20% 30% 40% 50%
Strongly agree
Agree
Disagree
Strongly disagree
Unsure
Percentage of Participants
Did your organisation adequately prepare people leaders during change?
2016 Best Practices in Change Management Report. 1120 participants in 56 countries. Prosci copyright 2016.
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“The challenge is not how good we are at organising Change Management training,
it’s treating it as a change that needs a Change Management approach.”
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The Five Building Blocks for Successful Change
Applying Prosci’s ADKAR Model: Awareness
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• Do key stakeholders (Executives, Project Leaders) understand the contribution of Change Management to project results?
• Is there a shared understanding of roles in change? • Executive Sponsor • Project Leader/Manager • Change Professionals • People Leaders • Employees • Plus Subject Matter Experts,
Change Champions?
Change Management is a team sport -
everyone plays their part
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Applying Prosci’s ADKAR Model: Desire
• Is Change Management on projects adequately funded and resourced?
• Do Executives and other key decision makers see Change Management as a investment in project success, or a cost?
• Is there “magic bullet” thinking? • For benchmarking data on
investment level see 2016 Prosci Best Practices Report
• Building Change Management capability is not free, so funds need to be invested wisely.
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Internalize ABC of sponsors
Internalize CLARC role in change
Expect and Thrive in Change
The effectiveness of research based, role based training
Design solutions with adoption
and usage in mind Execs & Senior Leaders
Front-Line Associates
Middle Managers & Supervisors
Project/Program M
anagers,
Solution Designers/Developers
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Action Learning Program Key Change Enabling Roles
Senior Leadership
Change Practitioners
Project Teams
Managers
Front Line Employees
Prosci Sponsor Briefing (1/2 day)
Prosci Certification Program Experienced Practitioner Program,
ECM Boot Camp
Prosci Delivering Project Results Workshop for PMs (1 day)
Prosci Managers Program (1 day)
Prosci Employee Program (1 day)
Rol
e-B
ased
Tra
inin
g C
oach
ing
Sup
port
How role based training works
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Prosci Enterprise Change Management Boot Camp
• 1 day • Plan your approach to
building Change Management capability
• For Enterprise Change Management Leads or experienced change professionals who want to take the next step
• Assess Change Management Maturity, update on best practices, build/refine ECM Plan.
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Change Practitioners
2016 Public Programs
Sydney: May 4 Melbourne: June 16
Perth: October 4 Sydney: November 9
Auckland: November 15
In House 1 and 2 day programs also available.
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Successful ECM plans cover training and application to major changes
CM Build
Individual Competencies
Integrate into Changes, Projects
and Programs
Initiate Plan Design Develop Deploy
“Go Live”Kick off
Phase 3: Reinforcing Change
Phase 2: Manag ing Change
Phase 1: Preparing for Change
A D K A R
Strategy Plans Measures
GeneralProjectLifecycle
Individual Change Journey
Milestones
OrganizationalChange Mgmt
Activities
Major events
Prosci®
ADKAR ®
Model
Prosci®
3-PhaseProcess
Execs & Senior Leaders
Front-Line Associates
Middle Managers & Supervisors
Project/Program M
anagers,
Solution Designers/Developers
Initiate Plan Design Develop Deploy Sustain
13 © Prosci Inc. All rights reserved www.change-management.com
HR systems that foster individual competencies
Execs & Senior Leaders
Front-Line Associates
Middle Managers & Supervisors
Project/Program M
anagers,
Solution Designers/Developers
Hiring
On-boarding
Training
Coaching
Objectives
Competency Models
Development Plans
Performance Reviews
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Prosci Change Management Certification Program
• Global Certification • Public and In House Options • Three days • Action learning: bring current
change project & create a Change Management Plan
• Includes Prosci Toolkits and Resources @ $1750 per person
• Feedback & coaching from our experienced Consultants and Facilitators
• Ongoing support and professional development from Being Human
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Change Practitioners
2016 Public Programs Sydney
Melbourne Brisbane
Perth Wellington
In House programs also
available min 12 participants
• 3 days • For experienced Change
Professionals • Master class in application of
Prosci Methodology • Intensive, personal coaching • Workshop of participant case
studies • Topics:
• History and evolution of Change Management
• environmental success factors • Portfolio Change Management • Enterprise Change Management.
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Change Practitioners Prosci Experienced Practitioner Program
2016 Public Programs
Sydney: November 23 - 25
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Prosci Change Management Sponsor Briefing
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Target Audience: Senior Executive Team
Project Sponsors • 5 – 6 hours • Custom designed to achieve
agreed outcomes • Option of Strategic Change
Health Assessment of 4 – 6 change projects
• Topics: • ROI of Change Management • Review of organisation’s change capability
to deliver current strategy • Role of Sponsors in change • Role of Managers in change • Create Sponsor Roadmap
Senior Leadership
Prosci Change Management Program for Managers
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Target Audience: Middle Managers
Team Leaders Technical specialists and
professionals
• Global program • 1 day • Action learning: managers
bring a current change, apply tools and create a Change Plan for their team
• Topics: • Why Change Management? • Role of Managers in change • Key change concepts • Prosci Process for managers • ADKAR® Model • Top 10 steps for Managing
Resistance
Managers
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Prosci Delivering Project Results Workshop for Project Managers
• 1 day • Get Project Managers and
teams, IT specialists, BAs, SMEs on board with CM
• Bring a current change • See connection between
adoption and usage and achieving results
• Includes $300 worth of Prosci cloud tools
•
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Project Teams
2016 Public Programs
Sydney: April 27 Melbourne: May 17 Auckland June 21
Brisbane: September 13 Perth: October 5
Canberra: October 11 Wellington: November 17
In House programs also
available min 12 participants
Prosci Change Orientation for Employees • ½ - 1 day • Action learning: team
members bring a current change to use
• Topics: • Key change concepts • Coping with change • ADKAR® Model
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Target Audience: Team members
Employees
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Being Human Navigating Change Workshop • ½ or 1 day • Strengthen your change
champion network • Action learning: bring a
current change to use • Topics:
• Understanding your own and others individual change styles
• Tailoring your communications
• Understanding the stages of acceptance of change
• Building personal resliience 21
Change Champions
Being Human’s approach • Begin with the end in mind -
what’s your outcome for getting better at managing change?
• Understand the business context and objectives
• Is training the best solution – what problem are we trying to solve?
• Build the right support framework for ABILITY - what happens before and after the training?
• Deliver the right program at the right time to the right audience
• Our experienced senior Change Professionals, are expert facilitators who focus on results
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Q&A
More info
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Being Human beinghuman.com.au Prosci • change-
management.com • prosci.com • portal.prosci.com