WORKSHOP
People Change Management Strategy
You will create the People Change Management Strategy document in this workshop to help you answer the ques;on:
WORKSHOP
You need
– Laptop
– A Project (your own project)
Topic IntroducEon
• Short Introduc;on of the area to be covered (six in total)
• Present templates and
available ar;facts that can be used for this sec;on
Working Session
• Use template material and ar;facts provided
• Modify / Add project
specific data in the template
There is not enough ;me to complete all the informa;on!
WORKSHOP APPROACH
PEOPLE – PROCESS -‐ TECHNOLOGY
Why a three legged stool (People, Process &
Technology) cannot stand with only two legs.
PEOPLE
PROCESS
TECHNOLOGY
Your Project!
In tr od uc ;o n of P eo pl e Ch an ge Man ag em en tWHY
PEOPLE CHANG MANAGEMENT
Increase Probability of Project Success!
Manage employee
Resistance
to change
Improve Speed of
AdopEon
(how quick)
Increase
UElizaEon
(how many)
Op;mize
Proficiency
(how well)
Research from the Best Prac/ces in Change Management 2014 Edi/on – Prosci® Benchmarking Report
In tr od uc ;o n of P eo pl e Ch an ge Man ag em en t
Perfectly Designed Process
+
Perfectly Designed Technology
If PEOPLE are not following the new
process or not using the new tool very
lible is changing!
=> Project Goal/Benefits/ROI is NOT realized
PROCES & TECHNOLOGY IS
NOT
ENOUGH
In tr od uc ;o n of P eo pl e Ch an ge Man ag em en t
STRUCTURED APPROACH
Phase 1 – Preparing for Change
The first phase of the Change Management process is aimed at gedng ready.
It answers the ques;on: “How much change management is needed for this specific
program/project?"
The first phase provides the situa;onal awareness that is cri;cal for effec;ve change management Pe op le C han ge Man ag em en t S tr ate gy O ve rv ie w
1. Change CharacterisEcs Assessment
-‐ What is the scope of the change (Group, department, division or whole company), # of impacted people -‐ What type of change is it (policy, process, technology, organiza;on, staffing, merger, acquisi;on etc.) -‐ What is the amount of change (incremental improvements vs. drama;c reengineering)
-‐ What is the Timeframe of the change and the different project phases
2. OrganizaEonal AYributes Assessment
-‐ What is the value system and culture? What is the leadership style and power distribu;on? -‐ Capacity for change, is the organiza;on saturated for change or open for change?
-‐ Residual effects past changes?
-‐ Middle management posi;on (advocates, own agenda, unpredictable or sabotage the change)
3. Proposed sponsorship model, project team and steering commiYee -‐ Single sponsor, leadership team, steering commiYee, execu;ve sponsor, project sponsor -‐ Project team, program manager, execu;ve steering commibee, opera;onal commibee
4. Proposed change management team
-‐ Structure and size of the team (full ;me vs. part ;me, repor;ng structures)
5. Risk assessment of the change
-‐ High risk, low risk, change resistance, large disrup;ve change
6. RecommendaEons for special tacEcs
-‐ Special tacEcs for special circumstances, key iden;fied groups requiring special aben;on
PEOPLE CHANGE MANAGEMENT STRATEGY
Pe op le C han ge Man ag em en t S tr ate gy O ve rv ie w
PEOPLE CHANGE MANAGEMENT DEPENDENCE ON PROJECT SUCCESS Pe op le C han ge Man ag em en t S tr ate gy O ve rv ie w Designed Developed Delivered Embraced Adopted Used Tech ni cal dr iv en p ro je ct Designed Developed Delivered Embraced Adopted Used Peo pl e dr iv en p ro je ct ROI Pr oj ec t B en efi t Re al iz aE on 0% 25% 50% 75% 100%
Limited People Change Management dependency
Large People Change Management dependency People are required to change the way they are working (e.g. new process)
What is your Project/Program?
People Change Management Strategy answers:
TEMPLATE DOCUMENTATION
Use Template provided:
TEMPLATE People Change Management Strategy.pptx
Ø
Edit and Update directly in the document
§ Each sec;on has helpful informa;on you can update or use as “thought triggers” when documen;ng the details specific for your project.
1.
CHANGE CHARACTERISTICS ASSESMENT
a. What is the Scope of the change/project?
§ Group, department, division or whole company § Number of impacted people?
b. What Type of change is it?
§ Policy, process, technology, organiza;on, job roles, staffing § Merger, acquisi;on, downsizing etc.
c. What is the Amount of change?
§ Incremental improvements § Drama;c reengineering
d. What is the Timeframe of the change/project?
§ Start and end of the different project phases
TEMPLATE Slide 5-‐9
2.
ORGANIZATIONAL ATTRIBUTES ASSESMENT
a. What is the Value System and Culture?
§ What is the leadership style and power distribu;on?
b. What is the Capacity for change?
§ Is the organiza;on saturated for change or open for change?
c. What are the Residual effects past changes?
§ Were past changes successful or failures?
d. What is the posi;on of Middle Management?
§ Are they advocates, have their own agenda, unpredictable or sabotage the change?
TEMPLATE Slide 10-‐15
3.
SPONSORSHIP MODEL, PROJECT TEAM &
STEERING COMMITTEE
a. What is the Sponsor Model for the project?
§ Single sponsor, mul;ple sponsors, Execu;ve sponsor, level of sponsorship
b. Who are the members of the Leadership Team?
§ Business leaders, IT leaders, level of seniority etc.
c. Structure and members of the Steering CommiYee and
Project Team?
§ Team Structure
§ Opera;onal commibee vs. steering commibee § Program Manager vs. Project Managers
TEMPLATE Slide 16-‐30
4.
PEOPLE CHANGE MANAGEMENT TEAM
a. What is the Structure and Size of the People Change Management team?
§ Full ;me vs. part ;me resources § Shared resources
§ Repor;ng structure within the project
TEMPLATE Slide 31
5.
RISK ASSESSMENT
a. What is the Assessed Risk of the project/change?
§ High risk vs. Low risk
§ Change resistant organiza;on § Large disrup;ve change
§ Cultural barrier § Other differences § Etc.
TEMPLATE Slide 32-‐33
6.
RECOMMENDED SPECIAL TACTICS
a. What are some of the Recommended Special TacEcs for the project/change?
§ Special circumstances
§ Resistance (e.g. from middle managers)
§ Key iden;fied groups requiring special aben;on
TEMPLATE Slide 34
NEXT STEPS
Ø Complete People Change Management Strategy document Ø Review with program/project/change team
Ø Review with Leadership / Sponsor Ø Present to Steering Commibee
OBJECTIVE:
Obtain People Change Management Commitment for phase 2 & 3 (Managing Change & Reinforce Change) which could be funding and resources.
We are not doing this for the sake of People Change Management but for increasing the probability for a successful project!