Here are my Top 5 Tips for Change Management on Hard to Change - last night in Canberra we had a stimulating session with 90 members from AIPM, ACS and IIBA.
Please share your tips!
2. Introducing Being Human
• Founded in 1993
• Our mission: develop
change-capable
people and
organisations so they
achieve the benefits of
change.
• Exclusive Prosci
Primary Affiliate
Australia and New
Zealand.
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3. Prosci by the numbers
• 1994 – Founded in Loveland
(Denver) Colorado, USA
• 8 global Benchmarking
Reports
• 16 years of longitudinal
research
• 3,400+ research participants
• 63 countries
• 80% Fortune 500 companies
• 30,000+ Certified practitioners
worldwide
• 4,000+ Certified practitioners
Australia/New Zealand
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4. Agenda
• Hard to love changes - how to
spot them
• Typical issues you will encounter
• Does regular Change
Management still apply?
• Making the business case to
decision makers
• Top tips for tailoring Change
Management
• Q&A
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Getting back to Normal…
it’s a town in Illinois USA.
12. What is a Hard to Love Change?
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The nature of the change
and/or the process of
change makes it difficult to
build the buy-in needed to
achieve the required
business outcomes.
People factors are a major risk to the success of the change.
13. Examples
• Shared Services
• Downsizing and
redundancies
• “Like for like” IT system
replacement
• Compliance projects
• Mandated change
• Others?
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15. The Swiss Cheese Future State: Adoption and
Useage are not what we expected
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“Most locations implemented, but the
team in Sydney are still in transition.”
“Key users are still struggling, they
need more support.”
“The new operating model has rolled
out but teams are still operating in
silos”.
“There is a wide variation in the
benefits being realised in different
parts of the business.”
“We need to start Phase 5 to capture
all the expected benefits.”
Plus the the solution delivered
may not be what was required
17. Applying ADKAR to hard to love changes
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ADKAR Stage Barrier
Awareness • No compelling need
• “All’s well in my world”
• Risk of not changing not clear
Desire • Increased workload, during & after
• Dis-benefits
• Mandated change
• Losses outweigh the gains
• Time frame – speed
• History of failed change
• Disconnect with values
18.
19. Typical issues we encounter
• Anger
• Cynicism
• Rumours
• Objections
• Disengagement
• Withdrawal
• Passive resistance
• Apathy
• Lack of participation
• No shows at training
• Opting out
• Workarounds
• Others?
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26. Top 5 tips for applying Change
Management to hard to love
change
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27. 1. Start Change Management planning early
• Start early – concept,
business case or
initiation stage
• Get buy in for applying
Change Management
• Involve key
stakeholders in
Change Management
strategy
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28. 2. Identify the impacted groups
• Which teams/roles are
most critical for realising
the benefits?
• How will their jobs will
changing in the future
state?
• What are the key
ADKAR barriers for
these groups?
• How will you use
Change Management
address each barrier?
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30. 4. Do an awesome job on communicating
the WHY
• WHY before WHAT and
HOW
• Don’t put lipstick on the pig
• Don’t invent or inflate weak
WIIFMs
• Tell it like it is – facts and
data
• Answer the questions
people are thinking but not
asking
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•
31. 5. Focus people on what they can control
• We can’t influence WHAT
is changing
• Done deal
• Government policy or Board
decision
• Time for debate is past
• Resistance is unproductive
• We can control HOW we
change and WHERE we
end up
• The way we treat people
• What the change experience
is like
• Where we end up
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32. More info
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