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Change management - A Discipline Important for Success
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Change Management:The People Side of Change
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What is Change Management?
Tell me . . .
Hot Topic: 256,000,000 Hits!
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Wikipedia: Change Management
is a structured approach to transitioning
individuals, teams and organizations
from a current state to a future state
Transition requires behavior change
Change is hard & projects often fail
Only one-third of change programs result in
bottom line improvement
53% of projects will cost
189% of their original
estimates
50 - 75% of implementations
are viewed as failures
Failure to address the human aspects early enough is one reason why changes so rarely deliver the promised benefits
Change initiatives often
fall victim to employee
resistance
I would begin my change
management activities earlier
instead of viewing it as an
add-on or afterthought
Research & Surveys
GAO Says
• “The key to a successful merger and transformation is to recognize the “people” element and implement strategies to help individuals maximize their full potential in the new organization, while simultaneously managing the risk of reduced productivity and effectiveness that often occurs as a result of the changes”
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GAO-03-669
Describe a change you experienced
– What were the objectives of the change?
– What worked?
– What did not work?
– How did the workforce react to the change?
– What were the “benefits” of the change?
– What were the “costs?”
There is usually a performance dip
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Initiation of the Change
Baseline prior to change
Perf
orm
ance
Benefits of the
Change
Minimize time to recover
Maximize Benefits
Time
Ownership Building
Leve
l of C
hang
e R
eadi
ness
Uncertainty Readiness
Awareness Understanding Acceptance Adoption Ownership
Ownership Continuum
Organization
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Support people thru the transition
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Com
mit
ment
Level
Time
“I confidently share
successes and explain how
they relate to the mission
I am aware of the
proposed
change
I understand how
the change
contributes to the mission
I am willing to tell
others how the change contributes
to the mission
Get more successful implementations
Without Change Management
Users lack understanding
Lack of champions and support
Impacts on productivity are not understood
Willingness to change is overestimated
Structures are misaligned
Focus on goals is lostAssessment of progress
is biasedThe change is not well
implemented
With Change Management
A framework guides communications, coaching, and training
Change leaders and barriers are identified
Resisters get support and training
Staff the right people to the right jobs
Unbiased mechanisms monitor progress
Much more than e-mails and training Change Management Is
Empowering leaders to manage and direct change
Motivating employees to drop old behaviors and establish new ones
Combination of several disciplines
Dependent on data from stakeholders
Measuring the impacts of the change
Managing performanceBuilt in to the project
plan from the beginning
Change Management Is Not
Leaders who decide to implement a change and then disengage from the project
Just communications and training
A “one size fits all” solutionA unique work stream
walled off from the project team
Sending out a few communications and nothing else
A one time event during the change implementation
Change Mgt is driven by nine “vectors”
Change Strategy
Stakeholder Analysis
Human Capital
Communication
Learning & Training
Change Leadership
Process & Infrastructure
Performance Management
Project Management
Lead and Build Buy-in
Anchor and Embed
Manage and Measure
Change Management VectorsFocus Areas
Tools for Stakeholder Analysis
14Low Power & Influence High
An
tag
on
ist
o
r
Pro
tag
on
ist
Put your Stakeholders in one of the quadrants
April 15, 1947: Jackie Robinson plays for the Brooklyn Dodgers
"Luck is the residue of opportunity and design."
-Branch Rickey
Branch Rickey
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Our course covers critical topics
Q & A
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Presenters & Contact Information
• John Austin, PhD– Georgetown University– [email protected]– 610-717-1000 ext. 162
• Maria Darby, Senior Vice President– Booz Allen Hamilton– [email protected]– 703-902-4670
Presenters & Contact Information
• John Austin, PhD– Georgetown University– [email protected]– 610-717-1000 ext. 162
• Doug Carter, Senior Vice President– Booz Allen Hamilton– [email protected]– 703-377-4570
Optional Slide
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Our holistic approach is underway
STANDARDS
CERTIFICATIONACCREDITATION
• Formal Program• Testing• Standards
• Independent eval• Practical
demonstration of skills
COMPETENCIES
CONTINUING EDUCATION
• 3rd party training (e.g. Appreciative Inquiry, LaMarsh, Kotter)
• Speaker Series• Center of
Excellence
INDUSTRY LEADERSHIPFORM
ASSOCIATION
PMI PMBOK CHANGESARTICLES
DEVELOP NEW IC• Tools• Methods
• Update TLC• Book Club
