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Presenter: Angelo Baratta, Paradigm Shifter
Title: The Two Human Factors that Drive or Oppose ‘A’ Change
Date: 12 September 2014
PMI Information Systems
Virtual Professional Development
Symposium 2014
2
Why Change Management is Important
“Change initiatives are time consuming and costly,
significantly impacting an organization’s drive toward success.
And nearly half of them fail.”
— PMI’s The Pulse of the Profession (Executive Summary) 2014
3
Learning Objectives
“He who loves practice without theory is like the sailor who boards ship
without a rudder and compass and never knows where he may cast.”
– Leonardo Da Vinci
• Practice and Theory work hand-in-hand
A Framework for Change Management
1. Definition of change
2. What are we changing — 3 Dimensions of Change
3. Why change is rarely easy — 3 Laws of Change
4. What drives or opposes a change — 3 Force Factors for Change
Framework requires right frame of mind
• Ask that you park much of what you know about change because:
– many CM methodologies deal with change already taken place
– much of CM is from single point of view - the shareholder.
“It’s easier for [people]
to come up with new ideas
than to let go of old ones.” — Peter Drucker
Change: Definition
“to make the form, nature, content, future course, etc.,
of (something)
different from what it is or from what it would be if left alone”
?
3 Dimensions of a Change (what is changed)
Change is a complex concept comprising 3 distinct dimensions:
1. target object(s) changed within some context: the thing that is
changed
2. resulting performance factor changed (speed, cost, risk …)
3. change in value to some stakeholder
Failure can happen in any dimension
1. Target Object: Apple Maps, HealthCare.gov, …
» didn’t work properly
2. Performance factor: Health Professionals Regulator
» 300 days to 150 days
3. Value to stakeholder: Pension Updates Web App
» reduce cost associated with updates
» customer didn’t adopt
Success must be in all dimensions.
3 Universal Laws of Change/Motion (Newton)
• 1st: Persistence (inert, moment): tend to keep going ….
• status quo =… Lowest energy option
• change has cost … always
• 2nd: Energy/Power: figure out how much it will take
• f = ma (how much force do you need - objective)
• 3rd: Reciprocity: change elicits response
• from stakeholders
8
These laws cannot be broken.
3 Factors of Change (energy req/avail)
• Technical (1st & 2nd)
– objective: what’s needed
• target object
• Social & Economic (3rd) - human
– subjective: who is engaged
• value to stakeholder
3 Factors
of Change
Technical
human
Interaction of dimensions, laws, factors
object • S/W, H/W
• method
• skills
Total Cost Required > Object Change Cost + Resistance costs
1st
2nd
(Tech)
3rd
(S-E)
+ 0 --
Recap
Forget clichés: change is difficult, people resist change, only
constant is change.
Develop practice grounded in theoretical framework
• Dimensions: Object, Performance, Value
• Laws: Persistence, Power, Reciprocity
• Factors: Technical, Social, Economic
11
Conclusion — apply on your next project
For each business process in scope:
• Identify each change object
• Connect each object to one or more performance factors
• Connect each factor to one or more stakeholder
• Develop Stakeholder Value Impact G&L (Gain & Loss: +, 0, -)
• Impact assessment:
• Reduce energy required for the target change (uncouple)
• Increase positive stakeholder impacts
• Reduce negative stakeholder impact
• Convert neutral stakeholders
12
Thank you
2014 PMI Information Systems Virtual Professional Development Symposium
The presenter is available to
answer questions in the chat pod
during the intermission
www.PMI.org