April 30, 2015 presentation on change management to The Conference Board Product and Service Development Council.
Tim Creasey @timcreasey tcreasey@prosci.com
Creating Low-Code Loan Applications using the Trisotech Mortgage Feature Set
Product and Service Development Council - Prosci Presentation
1. Copyright Prosci 2015. All rights reserved.
Research | Methodology | Training | Advisory Services
www.prosci.com | 970-203-9332
Prosci
®
1
Change
Catalyzing
Questions
Why– Who – How Much – What
The Conference Board
Product & Services Development Council
April 30, 2015
2. Copyright Prosci 2015. All rights reserved.
PREMISE:
The results and outcomes
of your change efforts
are directly impacted
by how well you manage
individual transitions
2
3. Copyright Prosci 2015. All rights reserved.
Bigger
Change
3
More
Complex
Change
More
Cross
Functional
Faster
Change
4. Copyright Prosci 2015. All rights reserved.
Ownership
Accountability
Empowerment
Consistency
Predictability
Control
4
8. Copyright Prosci 2015. All rights reserved.
The achievements
of an organization
are the results of
the combined
effort of each
individual.
Vince Lombardi
8
9. Copyright Prosci 2015. All rights reserved.
Current Transition Future
TC F
C C C C C
C C C C C
C C C C
C C C C C
C C C C C
T T T T
T T T T T
T T T
T T T T
T T T T T
F F F
F F F F
F F
F F F
F F F F
T
T
T
F
F
F
F
F
F
F
F
Ultimately requires individuals to move
from their own current to their own future
An organizational move from the current to the future
9
10. Copyright Prosci 2015. All rights reserved.
The Gap
A great idea
An innovative
outreach
effort
An effectively
managed
project
Results and
outcomes
Benefit
realization
Sustained
improvement
EMPLOYEE
ADOPTION
AND USAGE
OF THE
SOLUTION
10
11. Copyright Prosci 2015. All rights reserved.
TransitionCurrent Future
Employee Individual Transitions
Impact Results and Outcomes
WithchangemanagementWithout
=
X project
benefits
created
Current FutureTransition
Individual
transisions
gets bumpy
Individual
transitions
takes longer
Individual
transitions
incomplete
Individual
transitions
not as expected
<X
11
12. Copyright Prosci 2015. All rights reserved.12
What tangible consequences of
“bumpy transitions” and
“swiss cheese futures”
have you seen in your work?
13. Copyright Prosci 2015. All rights reserved.
Change management helps
mitigate mission critical project risks
13
14. Copyright Prosci 2015. All rights reserved.
Successful change requires both
the technical and people sides
Current Transition Future
Technical side
People side
Design
Develop
Deliver
Embrace
Adopt
Use
Results
Outcomes
Success
=+
Installation*
Realization*
* Daryl Conner
14
15. Copyright Prosci 2015. All rights reserved.15
Change
Catalyzing
Questions
Why– Who – How Much – What
16. Copyright Prosci 2015. All rights reserved.
Change Management Blueprint
Achieving Results By Catalyzing Individual Change
Why
are we changing?
Who
has to do their
jobs differently?
How
Much
depends on
individual
transitions?
What
can we do to drive and support adoption and usage?
16
17. Copyright Prosci 2015. All rights reserved.17
It is not the
answer that
enlightens, but
the question.
Eugène Ionesco
18. Copyright Prosci 2015. All rights reserved.
Change Management Blueprint
Achieving Results By Catalyzing Individual Change
Why
are we changing?
Who
has to do their
jobs differently?
How
Much
depends on
individual
transitions?
What
can we do to drive and support adoption and usage?
18
19. Copyright Prosci 2015. All rights reserved.
Why Are We Changing?
0
200
400
600
800
Future
Organizational Benefits Project Objectives
Revenue
Costs
Profits
Efficiencies
Compliance
Safety
Process Excellence
Customer Satisfaction
Specific metrics and
measurements for
improvement
How work will be different
after the change
19
20. Copyright Prosci 2015. All rights reserved.
Why Are We Changing?
Project
Objectives
1. ?
2. ?
3. ?
4. ?
5. ?
Your Project
Organizational
Benefits
1. ?
2. ?
3. ?
4. ?
5. ?
20
21. Copyright Prosci 2015. All rights reserved.21
On a scale of 1 (muddy) to 10 (crystal): how
clearly are organizational benefits and
project objectives defined on your efforts?
22. Copyright Prosci 2015. All rights reserved.
Definition of Goals and
Objectives Drives Results
22
Poorly
Defined
Goals and
Objectives
Adequately
Defined
Well
Defined
Very
Well
Defined
= met objectives= exceeded objectives
23. Copyright Prosci 2015. All rights reserved.
Change Management Blueprint
Achieving Results By Catalyzing Individual Change
Why
are we changing?
Who
has to do their
jobs differently?
How
Much
depends on
individual
transitions?
What
can we do to drive and support adoption and usage?
23
24. Copyright Prosci 2015. All rights reserved.
Who Has to Do Their
Jobs Differently?
Future
F F F F
F F F F
F F F
F F F
F F F F
F
F
F
F
F
F
F
Future
Organizational
Benefits
and Project
Objectives
Individual
Transitions
(adoption and usage)
depend on
and require
Project
Objectives
1.
2.
3.
4.
5.
Organizational
Benefits
1.
2.
3.
4.
5.
24
25. Copyright Prosci 2015. All rights reserved.
Who Has to Do Their
Jobs Differently?
Individual Transitions
Group What does “to adopt and use” mean for this group?
Group What does “to adopt and use” mean for this group?
Group What does “to adopt and use” mean for this group?
Group What does “to adopt and use” mean for this group?
Group What does “to adopt and use” mean for this group?
25
26. Copyright Prosci 2015. All rights reserved.26
Aspects of a
person’s job
you can impact
Processes
Systems
Tools
Job
roles
Critical
behaviors
Mindset/
Attitudes/
Beliefs
Reporting
structure
Performance
reviews
Compensation
Location
27. Copyright Prosci 2015. All rights reserved.
Who Has to Do Their
Jobs Differently?
Group
What “to adopt
and use” mean?
How big of
an impact?
Aspects of
job impacted
Processes
Systems
Tools
Job roles
Critical behaviors
Mindset/Attitude/Belief
Reporting structure
Performance reviews
Compensation
Location
27
28. Copyright Prosci 2015. All rights reserved.28
On a scale of 1 (never) to 10 (always):
do you define change at the
granular, individual level?
29. Copyright Prosci 2015. All rights reserved.29
Just because it is
common sense
does not mean it is
common practice!
Will Rogers
30. Copyright Prosci 2015. All rights reserved.
Change Management Blueprint
Achieving Results By Catalyzing Individual Change
Why
are we changing?
Who
has to do their
jobs differently?
How
Much
depends on
individual
transitions?
What
can we do to drive and support adoption and usage?
30
31. Copyright Prosci 2015. All rights reserved.
Future
Future
Adoption
contribution
How Much Depends on
Individual Transitions?
Net Project Benefit
Dependent on
adoption and
usage
Not dependent
on adoption
and usage
Installation
contribution
ROI =
Expected Project Benefit – Project Cost
Project Cost
Net Project Benefit
Project Cost
=
31
32. Copyright Prosci 2015. All rights reserved.
How Much Depends on
Individual Transitions?
Value/benefit
you expect from
the change effort
(Project ROI)
Portion of benefit
that depends on
individual transitions
(CMROI)
“People Dependency”
None AllHighLow Medium
32
33. Copyright Prosci 2015. All rights reserved.
Example: EHR in ACME Health
Results
Project
Objectives
1. Meaningful use incentives 4 High 35%
2. One patient, one chart 6 High 25%
3. Billing and claim error reduction 6 High 35%
4. Physician communication 5 High 10%
5. Modernization of platform 3 Low 90%
Organizational
Benefits
1. Patient throughput and experience 9 All 0%
2. Lower cost, higher revenue 6 Low 75%
3. Risk and fine reduction 7 High 35%
4. Clinical best practices 3 All 0%
5. Patient empowerment 8 Low 65%
64%
Of what you expect
from this effort
depends on employee
adoption and usage
Adoption
contribution
Installation
contribution
100%
50%
36%
33
34. Copyright Prosci 2015. All rights reserved.
How Much Depends on
Adoption and Usage?
Project
Objectives
1.
2.
3.
4.
5.
Organizational
Benefits
1.
2.
3.
4.
5.
Indicate how dependent
this benefit or objective
is on PEOPLE
ADOPTING AND USING
THE CHANGE
34
Project
Objectives
1.
2.
3.
4.
5.
Organizational
Benefits
1.
2.
3.
4.
5.
35. Copyright Prosci 2015. All rights reserved.35
For a project you are working on right now,
estimate the overall percent of expected
results and outcomes that depend on
employee adoption and usage:
36. Copyright Prosci 2015. All rights reserved.
Gartner BPM Summit
Dec 12, 2014
Prosci Webinar
Feb 11, 2015
36
37. Copyright Prosci 2015. All rights reserved.
Change Management Blueprint
Achieving Results By Catalyzing Individual Change
Why
are we changing?
Who
has to do their
jobs differently?
How
Much
depends on
individual
transitions?
What
can we do to drive and support adoption and usage?
37
38. Copyright Prosci 2015. All rights reserved.
What Can We Do To Drive and
Support Adoption and Usage?
CHANGE
MANAGEMENT
38
39. Copyright Prosci 2015. All rights reserved.
M T W R F
An email on Monday
for training on Tuesday
for “go live” on Wednesday
is NOT the way to prepare
and equip individuals to
successfully change
39
40. Copyright Prosci 2015. All rights reserved.
For your project, estimate the percent of
overall results and outcomes that depend on
employee adoption and usage:
How much are you investing (budget, people, energy) in
driving and supporting employee adoption and usage:
depends on
adoption
and usage
invested in
adoption
and usage
40
41. Copyright Prosci 2015. All rights reserved.
Change management:
CHānj ‘manijmǝnt
41
Catalyzing
individual transitions
to deliver
organizational results
42. Copyright Prosci 2015. All rights reserved.
How does
this person
make a
successful
personal
change?
42
43. Copyright Prosci 2015. All rights reserved.
PUNCHLINE
With an understanding and framework
for how individuals make a change
successfully, you can catalyze and
support employees’ individual
transitions to capture project
results and outcome
43
44. Copyright Prosci 2015. All rights reserved.
Prosci
®
ADKAR
®
Model
R
A
K
D
A
Reinforcement
To sustain the change
Ability
To implement required skills and behaviors
Knowledge
On how to change
Desire
To participate and support the change
Awareness
Of the need for change
44
45. Copyright Prosci 2015. All rights reserved.
Prosci
®
ADKAR
®
Model
R
A
K
D
A
Reinforcement
“I will continue to…”
Ability
“I am able to…”
Knowledge
“I know how to…”
Desire
“I have decided to…”
Awareness
“I understand why…”
45
46. Copyright Prosci 2015. All rights reserved.
ADKAR Defines Success: For One
Person or Organization-Wide Changes
46
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Change with
one person
Or five
people…
Or twenty
people…
Or 1000
people…
48. Copyright Prosci 2015. All rights reserved.
PUNCHLINE
There are concrete, research-based,
repeatable action steps you apply on
your projects and initiatives to
equip, enable and encourage
individual transitions - that is what
applying a structured approach to
change management really means
48
49. Copyright Prosci 2015. All rights reserved.
Aligning CM to Project Lifecycle
49
Initiate Plan Design Develop Deploy
“Go Live”Kick off
Phase 3:
Reinforcing
Change
Phase 2:
Managing
Change
Phase 1:
Preparing
for Change
A D K A R
Strategy Plans Measures
General
Project
Lifecycle
Individual
Change Journey
Milestones
Organizational
Change Mgmt
Activities
Major events
Prosci®
ADKAR ®
Model
Prosci®
3-Phase
Process
50. Copyright Prosci 2015. All rights reserved.
Aligning CM to Project Lifecycle
50
Initiate Plan Design Develop Deploy
“Go Live”Kick off
Phase 2:
Plans
General
Project
Lifecycle
Individual
Change Journey
Milestones
Organizational
Change Mgmt
Activities
Major events
Prosci®
ADKAR ®
Model
Prosci®
3-Phase
Process
AD RKA
51. Copyright Prosci 2015. All rights reserved.
Aligning CM to Project Lifecycle
Initiate Plan Design Develop Deploy
A D K A RAK AKAccounting
51
52. Copyright Prosci 2015. All rights reserved.
Initiate Plan Design Develop Deploy
A D K A R
A
A
N. America
Europe
Asia
A D K
A D K
R
R
Aligning CM to Project Lifecycle
52
53. Copyright Prosci 2015. All rights reserved.
Initiate Plan Design Develop Deploy
1
A D RProgram
Project 1 K R
Project 2
Project 3
Project 4
A
R
R
R
2
A
4
A
3
A
K
K
K
Aligning CM to Project Lifecycle
53
54. Copyright Prosci 2015. All rights reserved.
Aligning CM to Project Lifecycle
54
Initiate Plan Design Develop Deploy
“Go Live”Kick off
Phase 3:
Reinforcing
Change
Phase 2:
Managing
Change
Phase 1:
Preparing
for Change
A D K A R
Strategy Plans Measures
General
Project
Lifecycle
Individual
Change Journey
Milestones
Organizational
Change Mgmt
Activities
Major events
Prosci®
ADKAR ®
Model
Prosci®
3-Phase
Process
55. Copyright Prosci 2015. All rights reserved.
Implementation Activities
Drive Individual Milestones
Individual:
Awareness Desire Knowledge Ability Reinforcement
Communication plan
Sponsor roadmap
Coaching plan
Training plan
Resistance Mgmt
Organizational:
55
57. Copyright Prosci 2015. All rights reserved.
Initiate Plan Design Develop Deploy Sustain
57
Project
Health
Change
Scorecard
Best Practice
Alignment
CMROI
Calculation
ADKAR
Progress
Adoption
contribution
Installation
contribution
100%
50%
36%
3-Phase
Process
Phase 1:
Preparing for Change
Phase 2:
Managing Change
Phase 3:
Reinforcing Change
Empowering Resources applied across the project lifecycle
to catalyze adoption, results and value
58. Copyright Prosci 2015. All rights reserved.
What role do
you play in
helping this
person
change?
58
59. Copyright Prosci 2015. All rights reserved.
PUNCHLINE
As a leader in the organization, you
play an active role in catalyzing
individual change because people
look to and listen to you
You play a crucial and active role
(ABCs) in driving successful change
59
60. Copyright Prosci 2015. All rights reserved.60
In all 8 of Prosci’s studies,
active and visible executive
sponsorship was the #1
contributor to success
61. Copyright Prosci 2015. All rights reserved.
Three Roles of Sponsors
ABCs of Sponsorship
#1 Active and visible participation throughout
#2 Build a coalition of sponsorship
#3 Communicate directly with employees
61
It’s not just signing checks and charters
62. Copyright Prosci 2015. All rights reserved.
Active and Visible
Participation Throughout
Role and
Responsibilities
Title
62
63. Copyright Prosci 2015. All rights reserved.
Build a Coalition
of Support
HR Finance Programs West Central
63
East
64. Copyright Prosci 2015. All rights reserved.
Communicate Directly
With Employees & Members
Why?
Why now?
What if we don’t?
64
65. Copyright Prosci 2015. All rights reserved.
Biggest Sponsor Mistakes
65
Mistake #1: Failed to remain
visible and engaged
throughout the project
Mistake #2: Failed to
demonstrate
support for the project
in words and actions
Mistake #3: Failed to
effectively
communicate messages
about the need for change
Mistake #4: Ignored the
people side of change
Mistake #5: Delegated or abdicated
the sponsorship role and responsibilities
66. Copyright Prosci 2015. All rights reserved.
Change management:
CHānj ‘manijmǝnt
66
Catalyzing
individual transitions
to deliver
organizational results
71. Copyright Prosci 2015. All rights reserved.
C C C T T T T F F F
C C C T T T T F F F
C C C T T T T F F F
C C C C T T T T F F F F C C T T T T F F F F F F
C C C C T T T T F F F F C C T T T T F F F F F F
C C C C T T T T F F F F C C T T T T F F F F F F
C C C C T T T T F F F F C C T T T T F F F F F F
C C T T F F T T F F T T F F T T F F T T F F T T F
C C T T F F T T F F T T F F T T F F T T F F T T F
C C C C T T T T T F F F F F F C C T T T F F
C C C C T T T T T F F F F F F C C T T T F F
C C T T F F F C C C T T F F F C C T T
C C T T F F F C C C T T F F F C C T T
C C T T F F F C C C T T F F F C C T T
T T F F F C C T T T T T F F F F F T F T F T
T T F F F C C T T T T T F F F F F T F T F T
Time
Impact
73. Copyright Prosci 2015. All rights reserved.
Change Management Blueprint
Achieving Results By Catalyzing Individual Change
Why
are we changing?
Who
has to do their
jobs differently?
How
Much
depends on
individual
transitions?
What
can we do to drive and support adoption and usage?
73
74. Copyright Prosci 2015. All rights reserved.
PUNCHLINE
You can drive more successful change
when you begin answering:
WHY
HOW MUCH
WHO
WHAT
74
Why
are we changing?
Who
has to do their
jobs differently?
How
Much
depends on
individual
transitions?
What
can we do to drive and support adoption and usage?
75. Copyright Prosci 2015. All rights reserved.
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The following are trademarks or registered trademarks of Prosci, Inc. All rights reserved. Prosci®; Project Change Triangle™ (PCT™); Awareness Desire Knowledge Ability Reinforcement®;
ADKAR®; Prosci® Change Management Maturity Model™; Preparing for Change, Managing Change, Reinforcing Change™
75