Leading your talent acquisition team through change | Talent Connect 2016
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Transcript of Leading your talent acquisition team through change | Talent Connect 2016
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Nick Stannard Manager, Customer Success, LinkedIn
“To improve is to change; to be perfect is to
change often.” – Winston Churchill
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Will Leahy Global Performance Consultant, LinkedIn
“Everybody has a plan until they get
punched in the face” – Mike Tyson
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Today’s
agenda
• Change management defined
• Becoming a “Change Agent”
• One simple framework
• Theory in practice
• Practical application
• Q&A
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How did that make you feel? This refers to us
tricking the
audience about
changing rooms
during our intros
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Change Management helps: Reduce disruptions to people and business
Drive intended behavior
What is Change Management?
Remove barriers:
• How could this fail?
• Connect change to the broader mission
and vision – WIIFM?
Managing change should be about helping your people understand the
organizational changes and the value received from transforming the business
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% Of change
management efforts
fail to achieve target
impact
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What is a Change Agent?
What do Change Agents do?
• Change agents encourage employees to support the
transformation in their daily actions, behaviors, and attitudes
• Change agents take initiative, remain positive, & employ empathy
Why is a change agent important?
• Projects require employee commitment for success and leaders
• Play a critical role in engaging and protecting employees and
gaining employee commitment and buy-in
• Who will guide people through the change curve?
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Famous Change Agents – Who Do YOU Relate to?
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Change Journey Across the Transformation
Perf
orm
an
ce
Time
“The
Valley of
Despair”
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Change frameworks can be overly complex…
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Navigating Through Change Management
1. Inspire – Get People Excited 2. Educate – Drive Understanding
3. Measure – Track Success with Data 4. Reward – Reinforce Positive Behaviors
Manage change and drive adoption in 4 easy steps…
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Theory in Practice
Inspire
Educate Measure
Reward
• Have a senior leader kick off
the initiative in a town hall
meeting
• Host a contest for team that
comes up with the best
change slogan
• Connect the
change to the
mission, vision, &
values of the
organization
• Have a “kick-off day” for the
change dedicated to learning
and practicing
• Post important collateral on
an internal micro-site or wiki
• Clearly define exactly what
success looks like
• Define 3
quantifiable
measures to asses
adoption and
progress on goals
• Send the top adopter on a
weekend vacation
• Recognize top
adopters during a
team meeting and
promote them
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Putting the human back in Human Resources
Let’s get practical
• Define Audience
• Create Delivery Schedule
• Assign resources and curriculum
Solution Analysis
• Develop Training Collateral
• Design Assessments
• Assign Resources
Solution Development • Deliver Training
• Administer Assessments
Delivery
• Provide coaching and feedback
• Assess needs
• Conduct refresher training
Evaluation
Insert Change
Management
Sr. Director to host kickoff call
Design interactive
learning day with small groups
Report out on goal attainment individually and
as a group
Celebrate success and
deliver results
Inspire Educate Measure Reward
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Change Across the Transformation
Pe
rfo
rma
nc
e
Time
“The valley
of despair”
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