Managing Through Change DAN VOGT, PMP, CPEHR, CPHIMS ... Through... · CLICK TO EDIT MASTER TEXT...
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CLICK TO EDIT MASTER TEXT STYLES Managing Through Change October 11, 2018 DAN VOGT, PMP, CPEHR, CPHIMS, COBIT, LSSGB, Prosci ® Certified Change Practitioner Senior Manager
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Managing Through ChangeOctober 11, 2018
DAN VOGT, PMP, CPEHR, CPHIMS, COBIT, LSSGB, Prosci® Certified Change PractitionerSenior Manager
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AGENDA
Introductions
What is Change?
Building a Foundation for Effective Change Management
Wrap-up
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THERE ARE CONSEQUENCES OF NOT MANAGING THE PEOPLE SIDE OF CHANGELower productivityPassive resistanceActive resistance Turnover of valued employeesDisinterest in the current or future stateArguing about the need for changeMore people taking sick days or not showing upChanges not fully implementedPeople finding work-aroundsPeople revert to the old way of doing thingsThe change being totally scrappedDivides are created between “us” and “them”
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EXAMPLES OF CHANGE
PROCESSES
SYSTEMS
BEHAVIORSAFFLILIATION
LOCATION
TEAMWORK
WORKFLOW
TOOLS
LEADERSHIP
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WHAT DOES CHANGE LOOK LIKE?
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What Is Change Management?
Change management is the application of a structured process and set of tools for leading the people side of change to achieve the desired outcome
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ORGANIZATIONAL CHANGE CAN BE REPRESENTED AS THREE STATES OF CHANGE
How things are done today
How things will be done tomorrow
How to move from current to future
CURRENTSTATE
TRANSITIONSTATE
FUTURESTATE
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SUCCESSFUL CHANGE REQUIRES BOTH THE TECHNICAL AND PEOPLE SIDES
CURRENT TRANSITION FUTURE
TECHNICAL SIDE
PEOPLE SIDE
DESIGNDEVELOPDELIVER
EMBRACEADOPTUSE
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CURRENT TRANSITION FUTURE = BENEFITS
CURRENT TRANSITION FUTURE
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How I do my job today How I will do my job after the change is implemented
CURRENTSTATE
TRANSITIONSTATE
FUTURESTATE
CURRENTSTATE
TRANSITIONSTATE
FUTURESTATE
ORGANIZATION
INDIVIDUAL
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AwarenessA
DesireD
KnowledgeK
AbilityA
Reinforcement®R
ADKAR and “Awareness Desire Knowledge Ability Reinforcement” are a registered trademarks of Prosci, Inc. All rights reserved.
PROSCI ® ADKAR MODEL
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EFFECTIVE COMMUNICATORS
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PROSCI® RISK ASSESSMENT GRID
CHANGE RESISTANT
CHANGE READY
ORGANIZATIONAL ATTRIBUTES
35
35
SMALL,INCREMENTAL
LARGE,DISRUPTIVE
MEDIUMRISK
HIGHRISK
LOWRISK
MEDIUMRISK
CHANGECHARACTERISTICS
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PROSCI® RISK ASSESSMENT GRID
CHANGE RESISTANT
CHANGE READY
ORGANIZATIONAL ATTRIBUTES
35
35
SMALL,INCREMENTAL
LARGE,DISRUPTIVE
MEDIUMRISK
HIGHRISK
LOWRISK
MEDIUMRISK
CHANGECHARACTERISTICS
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PROSCI® PROJECT CHANGE TRIANGLE™
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PROSCI® PROJECT CHANGE TRIANGLE™
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PROSCI® PROJECT CHANGE TRIANGLE™
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PROSCI® PROJECT CHANGE TRIANGLE™
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