Strategic Change Management for First Line Senior Managers Meeting once every 2 months Duration - 1 year

1. STRATEGIC ORGANIZATIONAL CHANGE DEVELOPMENT
THE ‘COMPRESSION PLANNING’ ADVANTAGE!
presenter
PAUL MICALLEF

2. CHANGE
MANAGEMENT
Did you know that 70% of Change
Management Plans fail? This number
is surprisingly high and has little to
do with the quality of the plan. In
fact, it has almost nothing to do with
the quality of the program.
… research from McKinsey Consultants

3. Culture does not change because we
desire to change it. Culture changes
when the organization is transformed
– the culture reflects the realities of
people working together every day
Frances Hesselbein

4. CHANGE IS NOT
EASY, BUT
CHANGE IS
NECESSARY
Change is inevitable
and often a complex
and difficult process
- and what’s more -
it’s inevitable.
Managing change on the personal and
organizational levels for smooth
implementation requires
New thinking
New models
New frameworks and tools
Successful transformations must be led
by ecosystems of leaders with the
support of their teams, across the
entire organization.
New approach of how things are
done

5. Different opinions
on the scope of the
change
Resistance by old-
fashion beliefs
A weak culture not
aligned with the
mission and vision
Under-
communicating a
powerful vision
Over-
communicating a
poor vision
Lack of active
change leadership at
all levels
Lack of training Proper systems not
developed to
execute the plan
Past failures Lack of focus on the
steps needed
WHY MOST OF THE CHANGE MANAGEMENT FAIL?

6. Does the slow pace of decision making
in your organization frustrate you?
Does your organization have projects
and issues that never seem to get
resolved, projects seldom get
completed on time, or strategies that
languish?
REASON OF CHANGE

7. OUR
SOLUTION Change is inevitable in business for any forward-
thinking organization
We work with senior teams and help team to select,
implement and succeed in long-term change management
programs that last for 12 months.
Our model is a guided approach that can be applied
within every industry, organization size, tenure and
anywhere in the world!
While there is no way around change, there is a way to make
change easier, faster and less intrusive where everyone in
the organisation is PART of the change!
We support innovation of accelerate growth

8. OUR
SOLUTION We help managers to free up people so they can push
and create new, winning concepts, idea, change etc.
We help leaders focus on what needs to be done
efficiently without wasting time on unproductive meetings
and change ideas into practical action quickly.
Typical meetings are unproductive and fail often. Through
“Compression Planning”, we provide a proven framework
for planning and executing highly productive meetings.
Every 2 months there is a follow-up day for
realignment, redirection and re-focusing on the
required change programmes.

9. OUR MONTHLY WORKSHOPS
TeamPerformance
12 Month Programme
Traditional 2 day
workshop 3 month
cycle
Our bi-monthly workshops

10. ALLOW US TO HELP YOU LEAD
YOUR ORGANIZATIONAL CHANGE
• Know how to begin change
• Change bad/dated habits
• Guide the direction of change
• Point out the exact necessary change needed
The reasons for the change could be:
• Need to overhaul your systems and operations
• Upgrade tools and technology
• Navigate an organizational change
• Reduce stress, improve communication, ease anxiety and
resistance encourage support—and save both time and
money
• Take a structured and systematic approach
• Manage change quickly and efficiently
• Look at opportunities not yet considered
• Navigate the unexpected bottlenecks and roadblocks
1
2
3

11. QUESTIONS TO ASK
TO BUILD THE RIGHT
ROADMAP FOR
SUCCESS
Why are we
considering a
change
What is the end
goal we are
trying to achieve
Who will
implement the
changes
Who will benefit
from these
changes

12. QUESTION
TO ASK
WHY IS CHANGE
REQUIRED
WHAT NEEDS TO CHANGE
AND WHAT NEEDS TO
STAY?
WHAT WILL HAPPEN IF WE
DON’T CHANGE?
HOW WILL THE CHANGE
IMPACT US AS A
COMPANY?
WHO WILL
IMPLEMENT THE
CHANGE?
WHAT SKILLS, TRAINING
AND NEEDS ARE
REQUIRED TO IMPLEMENT
THE CHANGE?
Asking the right
questions to the
right people,
having a process
that leads to
effective decision.

13. CHANGE
MANAGEMENT
FOCUSES ON
PEOPLE!
INVOLVEMENT
Involve the right people in the design and
implementation of changes to ensure correct
changes are made
BUY-IN
Buying buy-in for the changes from those
involved and effected (directly or indirectly)
SPONSORSHIP
Ensure their is active sponsorship for change at
senior executive level
REDINESS
Getting people ready to adapt to the changes,
ensure right information is given, training and
help.
COMMUNICATION
Telling everyone who’s affected about the
changes
IMPACT
Assessing and addressing how the changes will effect
people

14. The ‘Compression Planning’ stage
(Change Management Methodology)
MONITOR
PLAN
IMPLEMEN
T
Design
Concept Action Plan
Communications
Plan
Focus
Focus
Explor
e
OUR YEAR-LONG TEAM DEVELOPMENT PROGRAMME IS
EASY, SIMPLIFIED YET VERY EFFECTIVE
'Realignment’ stage
group follow-up meeting every 2 months

15. OUR COMPRESSION PLANNING
PROCESS IS EASY AND
SIMPLIFIED.
IMPLEMENTATION STAGE
Action plan stage
Implement the solution into the organization. Tasks, who will do it and expected
results
Communication Plan + Debrief
Who needs to know, what they need to know, who and how we will tell them
and deadlines.
Brainstorming phase
Get the senior team together for one-two days (or even invite other non-senior
people in the organization that can give their ideas (Design + Explore + Focus
stages)
Concept phase
Everyone gets to vote for the best ideas (new processes, systems, structures
etc.) Selection of key ideas that you intend to do and work on for the next 12
months.
PLANNING PHASE
Generating of ideas
Identify a business need, issue or opportunity to work on for the next 12
months (we can work on 2 to 3 areas of change at a time)

16. REALIGNMENT + MONITORING
MEETING AVERY 2 MONTHS
MONITORING, CORRECTIONS & REINFORCEMENT STAGE
Follow-up meetings
(every 2 months for 1 year X 6 follow-up meetings per project) - keeping
everyone on track and aligned
TRACKING
• Keeping everyone on track
• Review progress, success in goals and accountability.
• Is everyone on-track with their commitments, plans, work, deadlines or
changes
CORRECTIVE ACTIONS
• What is working since our last meeting?
• What is not working and why
RE-ALIGNMENT
• What needs to be changed or improved?
• What needs to be cancelled
• New deadlines
• Celebrate successes to-date

17. Your success in life isn’t based on
your ability to simply change. It is
based on your ability to change faster
than your competition, customers and
business
Mark Sanborn

18. KEYS TO YOUR SUCCESS
Design developed around the key issues
1
2
3
A neutral facilitator with vested interest in the
outcome
A process and people that play with the guidelines

19. OTHER SERVICES THAT
WE OFFER FOR SENIOR
MANAGEMENT SUITE
WORKSHOPS
Corporate Leadership Retreats
(including facilitated change
management workshops
+ leadership Team Building sessions)
Executive and Business Coaching
C-Suite Peer Advisory Groups

20. THANKS
!
ANY QUESTIONS?
You can find us at
+971-56-7888 355
info@coachincorp.com