Leadwynn profile | Change Management services
description
Transcript of Leadwynn profile | Change Management services
LeadẄynn Continuity, Change &
Transformation
Enterprise Profile
Mission LeadẄynn
Providing a structured and
collaboratively executed Change
management service.
The Six C’s
• Context
• Collaboration
• Competitiveness
• Continuity
• Change
• Culture
The Intervention Framework
• Need for Change – To prepare for the
future
– To outsmart Competition
• Target for Change – Organizational
– Individual
• Process for Change – Accelerating and sustaining
Revenue engines
– Fast pace development
– Engagement with Change across organization
• Medium for Change – Strategic
• Information Technology for measuring impact of Change
– Operational
• Transactional agility THE LEADẄYNN CHANGE FRAMEWORK
Inform
Energize
Integrate
Reinvent
Communication
driver
Grass root level
EFFICIENCY
OUTCOMES
Relationship
level
Focus on ROLE
EFFECTIVENESS
OUTCOMES
Enterprise level
Tight integration
Strategy
driver
REVENUE
OUTCOMES
Business driver
Real time end-to-
end process
integration driver TRANSFORMATION
OUTCOMES
LeadẄynn Ladder
Process
level
Focus on SELF
Focus on TEAM
Organization
level
Key Questions We Address
• Why change? How is this important and relevant to what I do?
• What do you want me to do differently? What are the priorities?
• How will I be measured and what are the consequences?
• What tools and support do I get to make this change?
• WIIFM --- What’s in it for me? And for us?
LeadẄynn Methodology
Define
Discuss
Develop
Deliver
Deploy
• Define Engagement • Select methodology • Identify champions • Determine Change enablers
• Understand current state • Define future state • Identify barriers to change • Identify budget/roles
• Conduct risk analysis • Assess cultural issues • Establish accountability for change management
• Design the change • Design measures on identifying the resources
• Develop intervention plan • Develop training plan • Develop R&R plan
• Develop communication plan • Assess connection & impact with other initiatives
• Establish metrics • Establish/Clarify new roles • Implement change
• Reengineer business processes and systems • Create commitment for improvement/change
• Support transition to new roles or exit strategies for incumbents • Monitor change and take corrective actions, if necessary
• Monitor improved process performance • Capture and archive lessons learned from the intervention.
INTE
RV
ENTI
ON
STE
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Assignment Steps
• Change Readiness Appraisal to craft the most appropriate approach to change.
• Prioritization to reach an agreement on initiatives likely to yield high impact results and drawing up a Change Charter thoroughly defined for each initiative.
• Program Design incorporating “quick-win” events that build momentum and reduce resistance to change.
• Effective communication plan positions the change program, maps the ‘political’ landscape, gathers insights ,and concerns as it rolls.
• Setting up a Program Management Organization that is effective, responsive and dynamic to manage the change program.
Past & Present Engagement s
Leadership
Organizational Leadership
Leadership Development & Talent
Management
Strategic Planning
Strategy development
Strategy deployment
Customer & Market
Aligning team with the customer and the market
Customer Relationship
Information Technology
Measurement and analysis of organizational performance
Creating channels and channel partners for
Information Management
Human Resource Management
Strategy development
Strategy deployment
Organization Development
People & Service Processes
Human element in Business Processes
Enabling Processes
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Contact
Rajan Johri Managing Partner
LeadẄynn 414-415 Fourth Floor, Chokhani Square
Noida 201 301 India
+91 9810144138/9889100700 [email protected]