© 2014 Expressworks www.expressworks.comChange is inevitable. Results are intentional.
Introduction to ExpressworksApril 2015
© 2014 Expressworks www.expressworks.com Change is inevitable. Results are intentional.
About Expressworks
• Expressworks International was founded in 1984 as a training company serving the Nuclear Power industry
• Following a multi-client research project in the mid-90s, Expressworks developed its Change Management Methodology
• Our network of consultants leverage their change management, project management, and organizational capability expertise to help project teams and leaders focus on achieving and sustaining change in their organizations
• In 2014, Expressworks consultants havebeen working in Chevron, Shell, USAA, and Germania Insurance
• We operate out of four “hub” offices:• The San Francisco Bay Area• Houston• London• Perth
We Have 102 Change Consultants:• Average of 14 years consulting industry
experience• Average of 4.8 years Expressworks
consulting experience• 51% have a Masters degree or higher• 58% have “Big 5” consulting experience• Currently working in Australia, Philippines,
Indonesia, Nigeria, Angola, Thailand, the UK and the US
© 2014 Expressworks www.expressworks.com Change is inevitable. Results are intentional.
Expressworks Values and Operating Principles
Operating PrinciplesEach transaction stands on its own meritsMake friends out of our business, not business out of our friends
Speak truthfullyMutually interdependent Show up on time and do what you say you are going to do
Fiscally accountable Keep it simpleDo/learnMake our colleagues look good
Enjoy what you do
Exercise personal freedom and choice
Create value for our clients, ourselves and others
Values
Our values and operating principles are the foundation of how we do business
© 2014 Expressworks www.expressworks.com Change is inevitable. Results are intentional.
How We Compare to Other Consulting Models
Independent Expressworks “Big Consulting”
Revenue Model
Independent professional, risk and reward to the individual
Network of experienced professionals, deep business/industry skills, shared risk and reward
Leverage less experienced, high margin, high potentials, tutored by experienced professional; risk and reward to the company
Team Size 1 consultant only Typically 1-3 consultants Typically 5-150 consultants
Consultant Experience
Varies by consultant Professional with average 10+ years experience, skill set matched to job. Project assignment driven by consultant.
Full range of experience from recent college graduate to business/industry expert. Project assignment driven by company.
Consulting Approach
Varies by consultant Consultative, customer centric, tailored to local culture, simple tools, sustainable change; simplicity
Deliverable focused, consultant directed, often utilizes consultant approach and methodology; complexity
Marketing Approach
Business development when not engaged
Demand driven with relationship driven business development efforts
Broadly marketed inside and outside current clients; solutions looking for problems
Client Experience
Stay gainfully contracted; reward is continued work
Promote long-term client success; work through the client not around them. Reward is doing the work not “moving up”
Try to get as many client experiences as possible – advancement defined by putting others to work
Our approach is based on a network of mutually interdependent, experienced professionals focused on long term relationships and implementing sustainable change. We provide the freedom of independent consulting with the network support, methodology and project choices of a large consulting firm.
© 2014 Expressworks www.expressworks.com Change is inevitable. Results are intentional.
Our Reputation – What We’re Known For
• Honest, transparent business with simple, straightforward solutions
• Translating complex ideas and problems into a digestible and actionable size
• Commitment to project success for our clients - we are supporting clients, not the other way around
• Independent voice
“What I like about Expressworks people is that they take complicated problems and provide simple solutions.”
President, Oil TechCo
In a very respectful manner, Expressworks Consultants ask questions that bring into focus what it is that we really want to achieve and what it is likely to mean to ourselves and our people.
President, Trading SBU
• Comfort with all levels , vertical and horizontal• Ability to collaborate with client personnel and other
consultancies• Sensitivity to the client’s organizational culture – how
things get done• Reliability – we do what we say we’re going to do• Flexibility – we roll up our sleeves and get things done
© 2014 Expressworks www.expressworks.com Change is inevitable. Results are intentional.
Based on our research, the following are Critical Success Factors for implementing change:
Planning and Modifications There is a doable plan and an established process to incorporate the feedback of others.
Engagement Ownership for the success is cascaded throughout the organization through dialogue and process.
Measurement Clear metrics and processes to systematically monitor progress are implemented.
Communication Individuals at all levels understand how the change impacts them and how to take action.
Reinforcement Rewards and consequences are built into the deployment, demonstrating commitment to change.
Sponsorship All sponsors understand their role in making the change successful and they visibly demonstrate their commitment.
Competency Development The organization has the skills and tools to be successful if asked to exhibit new behaviors.
Clear Direction Implementation has been appropriately defined, with clear objectives, scope, and success metrics.
We manage change through a phased, decision-gated process. We believe that change must be owned, championed and driven - not from consultants - from within the organization.
© 2014 Expressworks www.expressworks.com Change is inevitable. Results are intentional.
And these factors are employed across each phase of our Methodology
Project Governance
TransitionDevelopDesign
Develop Implementation
PlanFrame the
OpportunitySustain &Improve
ImplementDevelop Alternative(s)
Test & SelectAlternatives
Clear Direction
Sponsorship
Engagement
Communications
Competency Development
Reinforcement
Measurement
Plan & Modify
© 2014 Expressworks www.expressworks.com Change is inevitable. Results are intentional.
Following are some of the key activities undertaken in each phase:
Project Governance
TransitionDevelopDesign
Develop Implementation
PlanFrame the
OpportunitySustain &Improve
ImplementDevelop Alternative(s)
Test & SelectAlternatives
Assess the project
Frame the project, orient the team, draft the Business Case
Define the project plan
Secure sponsorship
Conduct preliminary stakeholder identification
Draft stakeholder analysis and sponsor engagement plan
Gather available data and draft inquiry plan
Conduct preliminary gap analysis
Develop evaluation criteriaDevelop preliminary implementation strategy and alternatives
Deploy initial communication plan
Test alternatives through inquiry
Refine stakeholder analysis and sponsor engagement plan
Refine / generate alternatives
Evaluate and select preferred alternative(s)
Refine project plan
Design and develop key project change elements: • Strategy• Organization• Process• Technology
Draft preliminary implementation plan
Engage stakeholders
Draft the operating plan for sustainabilityUpdate cost estimate and business case with financial analysis
Complete the implementation plan, including:• Clear Direction• Sponsorship• Communication• Engagement• Competency
Development• Reinforcement• Measurement• Planning &
Modification
Design and develop supporting materials for implementation
Engage stakeholders in executing plans
Monitor progress and results
Update plans based upon progress and results measures
Finalize operating plan for long-term sustainability
Execute the operating plan for long-term sustainability
Evaluate implement-ation success
Sunset/ disband the project team
Monitor and evaluate on an ongoing basis
Conduct the “1-year” business look-back
© 2014 Expressworks www.expressworks.com Change is inevitable. Results are intentional.
• Developing change strategies and managing change• Managing projects• Improving organizational capability• Improving change leadership and team effectiveness• Implementing and sustaining behavior change associated
with major programs such as: IT Systems and Business Process Change Operational Excellence/Health, Environment, and Safety Real Estate Moves, Open Workspace, GreenBuild Corporate Social Responsibility / Sustainability
• Maximizing collaboration in the workforce User Adoption of Microsoft Collaboration Tools such as
SharePoint iField and other Integrated Decision Environments Workspace design Team facilitation, including virtual teaming
• Managing stakeholders at all levels of an organization
We Average Over 200 Projects Each Year
Typical Roles• Strategy Facilitation &
Implementation• Change Manager• Project Manager• Communications
Strategist• Communications Lead• Process Design
Facilitator• Meeting Facilitator• Team and Leadership
Coach
© 2014 Expressworks www.expressworks.com Change is inevitable. Results are intentional.
http://www.expressworks.com
Expressworks International LLC(925) 244-0900
2010 Crow Canyon PlaceSuite 260
San Ramon, CA 94583
Contact Information
Managing PartnersJohn Quereto Stephen [email protected] [email protected]