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10 Free Tools from the Change Planning Toolkit™

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Get a sneak preview of 10 of the more than 50 powerful frameworks, worksheets, canvases and other tools in the Change Planning Toolkit™ that will help you change faster than your competition and beat the 70% change failure rate.

For more information about training and licensing options and more free downloads, please visit:

http://bradenkelley.com/cpt

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10 Free Tools from the Change Planning Toolkit™

  1. 1. 10 Free Tools from the Change Planning Toolkit™ © 2015 Braden Kelley . All Rights Reserved The Change Planning Toolkit™ from Braden Kelley is introduced in the book Charting Change from Palgrave Macmillan. The book highlights best practices of organizational change and introduces next practices for making change efforts (including projects) a more visual, collaborative, and human exercise, enabling you to get everyone literally on the same page for change. Includes Quickstart Guide Samples
  2. 2. Guide to the Change Planning Toolkit™ Optional Tools Change Planning Canvas™ & Core Worksheets Change FrameworksLEGEND You will find the top of each worksheet color coded according to the legend below: © 2015 Braden Kelley All Rights Reserved
  3. 3. Guide to the Change Planning Toolkit™ Optional Tools Change Planning Canvas™ & Core Worksheets Change Frameworks The toolkit contains many tools, all color coded and organized for your ease of use: © 2015 Braden Kelley . All Rights Reserved
  4. 4. 10 Free Tools from the Change Planning Toolkit™ More Free Tools available on http://bradenkelley.com/cpt: The Change Planning Toolkit™ helps organizations: • Beat the 70% failure rate for change efforts • Quickly visualize, plan and execute change efforts • Deliver more projects and change efforts on-time • Accelerate implementation and adoption #1 – The Five Keys to Successful Change help organizations: • Architect the organization for continuous change • Proactively consider all five elements of organizational change and visualize the relationships between them • Better organize change efforts for success • Prepare for a new organizational architecture © 2015 Braden Kelley . All Rights Reserved 1. Five Keys to Successful Change 2. Architecting the Organization for Change 3. Building a Global Sensing Network 4. Visual Project Charter™ 5. Eight I’s of Infinite Innovation 6. Motivation Ability Worksheet 7. PCC Change Readiness Framework 8. Results Pyramid Worksheet 9. The Eleven Change Roles 10. Organizational Agility Framework 10FreeTools
  5. 5. This framework provides a quick visual reminder of five change areas everyone must focus on: • Manage a roster of projects to limit change saturation and maximize resource use • Organize creation of the Change Planning CanvasTM and the associated plans, goals and metrics • Provide sponsorship, support and oversight for the change activities • Manage the activities necessary to achieve the change objectives • Measure the outcomes and reinforces the change Use this framework at the highest level to ensure that each change effort is addressing each of the five keys © 2015 Braden Kelley . All Rights Reserved Five Keys to Successful Change1 © 2015 Braden Kelley All Rights Reserved Quickstart Guide Sample
  6. 6. • Provides sponsorship, support and oversight for the change activities • Organizes creation of the Change Planning CanvasTM and the associated plans, goals and metrics • Measures the outcomes of the planned change activities and reinforces the change • Manages the change activities necessary to achieve the change objectives Five Keys to Successful Change1 Change Planning Change Leadership Change Management Change Maintenance © 2015 Braden Kelley All Rights Reserved Change Portfolio Management 1 of 50+ Tools/Frameworks from the Change Planning Toolkit™ More free tools at http://bradenkelley.com/cpt
  7. 7. 10 Free Tools from the Change Planning Toolkit™ More Free Tools available on http://bradenkelley.com/cpt: © 2015 Braden Kelley . All Rights Reserved #2 – Architecting the Organization for Change helps organizations: • Visualize a new way to increase organizational agility • Integrate changes in the marketplace and customer behavior into the strategy • Create a new organizational architecture that integrates all five elements of organizational change • Make project, behavior and communications planning and management a central component of your change efforts #3 – Building a Global Sensing Network helps organizations: • Accelerate their innovation efforts • Create more fluid organizational boundaries • Embrace a more open approach to innovation • Monitor emerging and evolving technologies • Track changes in customer behavior in the unending search for new insight-driven ideas
  8. 8. This framework visualizes how to architect a change-centric, customer-centric organization: • Organizations must track changes in the marketplace and in customer behavior • Everything is driven by strategy • Every project inflicts change on the organization and should be managed as part of the change portfolio • Change planning comes before change leadership/management • Change efforts require project, behavior, and communications planning and management Use this framework to guide changes in the architecture of your organization to better support continuous change © 2015 Braden Kelley . All Rights Reserved Architecting the Organization for Change2 © 2015 Braden Kelley All Rights Reserved Quickstart Guide Sample
  9. 9. Architecting the Organization for Change2 Business Architecture Change Planning Change Leadership Change Maintenance Project Planning Innovation Project Management Change Management Strategy Change Portfolio Management Operations Changes in Customer Behavior Changes in the Marketplace Behavior Planning Behavior Mgmt. Comm. Planning Communication Mgmt. 1 of 50+ Tools/Frameworks from the Change Planning Toolkit™ More free tools at http://bradenkelley.com/cpt © 2015 Braden Kelley All Rights Reserved
  10. 10. Companies looking to accelerate their innovation efforts must look outside by engaging in: • Technology Scouting • Expert Communities • Demographic Trends • Sociological Trends • Economic Trends • Political Trends • Customer Insights • University Partnerships • External Challenges • Etc. Use this framework as a guide for how to get outside your four walls to increase innovation in a systematic way © 2015 Braden Kelley . All Rights Reserved Building a Global Sensing Network3 © 2015 Braden Kelley All Rights Reserved Quickstart Guide Sample
  11. 11. Core Technology Scouting Adjacent Technology Scouting Distant Technology Scouting Expert Communities Local Social Mutations (Demographic, Sociological, Economic, and Political Trends) Customer Insights: - Ethnography - Private Communities - Focus Groups - Surveys - Lead User Observations Building a Global Sensing Network3 © 2015 Braden Kelley All Rights Reserved 1 of 50+ Tools & Frameworks from the Change Planning Toolkit™ More free tools at http://bradenkelley.com/cpt
  12. 12. 10 Free Tools from the Change Planning Toolkit™ More Free Tools available on http://bradenkelley.com/cpt: © 2015 Braden Kelley . All Rights Reserved #4 – The Visual Project Charter™ helps organizations: • Move beyond the Microsoft Word document • Make the creation of Project Charters more fun! • Kickoff projects in a more collaborative, more visual way • Structure dialogue to capture the project overview, project scope, project conditions and project approach #5 – The ACMP Standard for Change Management®: • Outlines generally accepted practices, processes, tasks and activities used by change management practitioners across multiple roles, organizations and industries. • Provides a clear and consistent vocabulary of essential change management terminology and offers guidance for organizational change mgmt. for any type of change. • Supports organization decision making regarding change management resources. 11”x17” included – poster size versions available with site license
  13. 13. This canvas can be used to more visually and collaboratively create a project charter by asking: • What is the purpose of this project? • What is the key information to include in the Project Overview? • What is the Project Scope? • What are the Project Conditions we must consider? • What Project Approach are we going to use? This is a lot more FUN and SUCCESSFUL approach to building a project charter. Use this canvas in place of, or in advance of, creating your Project Charter in Microsoft Word for any project © 2015 Braden Kelley . All Rights Reserved Visual Project Charter™4 © 2015 Braden Kelley All Rights Reserved Quickstart Guide Sample
  14. 14. Project Scope Visual Project Charter™ What is the purpose of this project? Project Overview Project Conditions Executive Summary Stakeholders Objectives, Goals and Success Criteria Business Needs Business Justification Deliverables Deliverables Out of Scope Estimated Budget and Costs Estimated Duration Organizational Impacts Departmental SOW Assumptions Issues Risks Constraints Project Approach Structure Project Team Roles and Responsibilities 4 © 2015 Braden Kelley All Rights Reserved More free tools at http://bradenkelley.com/cpt 1 of 50+ Tools/Frameworks from the Change Planning Toolkit™
  15. 15. Evaluate Change Impact and Organizational Readiness Formulate the Change Management Strategy Develop the Change Management Plan Execute the Change Management Plan Complete the Change Management Effort Define the Change Determine Why the Change is Required Develop a Clear Vision of the Future State Identify Goals, Objectives and Success Criteria Identify Sponsors Accountable for Change Identify Stakeholders Affected by the Change Assess the Change Impact Assess Alignment of the Change with Organizational Strategic Objectives and Performance Measurement Assess External Factors that may Affect Organizational Change Assess Organization Culture(s) Related to the Change Assess Organizational Capacity for Change Assess Organizational Readiness for Change Assess Communication Needs, Communication Channels and Ability to Deliver key Messages Assess Learning Capabilities Conduct Change Risks Assessment ACMP Standard for Change Management® – Association of Change Management Professionals Develop the Communication Strategy Develop the Sponsorship Strategy Develop the Stakeholder Engagement Strategy Develop the Change Impact and Readiness Strategy Develop the Learning Development Strategy Develop the Measurement and Benefit Realization Strategy Gain Approval for Completion Transfer of Ownership and Release of Resources Develop the Sustainability Strategy Develop a Comprehensive Change Management Plan Integrate Change Management and Project Management Plans Review and Approve the Change Plan in Collaboration with Project Leadership Develop Feedback Mechanisms to Monitor Performance Plan Execute, Manage, and Monitor Implementation of the Change Management Plan Modify the Change Management Plan as Required Evaluate the Outcome Against the Objectives Design and Conduct Lessons Learned Evaluation and Provide Results to Establish Internal Best Practices Visualization - © 2015 Braden Kelley . All Rights Reserved Content - © Association of Change Management Professionals (ACMP) 1 of 50+ Tools/Frameworks from the Change Planning Toolkit™ More free tools at http://bradenkelley.com/cpt Beat the 70% change failure rate
  16. 16. 10 Free Tools from the Change Planning Toolkit™ #6 – The Motivation Ability Worksheet helps organizations that utilize the Six Sources of Influence framework highlighted in the book Change Anything by Kerry Patterson and Joseph Grenny to: • Explore the differences between people’s motivation to change and their ability to change • Examine change drivers by exploring the characteristics in the personal, social, and structural domains #7 – The PCC Change Readiness Framework helps organizations: • Better understand the organization’s readiness for change • Consider the readiness of individuals for change • Explore the three pillars of psychology, capability and capacity for change • Greatly influence success or failure of your change efforts More Free Tools available on http://bradenkelley.com/cpt: © 2015 Braden Kelley . All Rights Reserved
  17. 17. This optional worksheet for fans of The Six Sources of Influence framework helps you organize: • Personal Motivations via physical cues and visualizations • Social Motivations by turning accomplices into friends • Structural Motivations by identifying burning platforms • Personal Ability by identifying new skills • Social Ability by enabling the transformation conversation • Structural Ability by changing the physical environment Six Sources of Influence fans can use this worksheet to organize behavior change efforts Get a copy of the book “Change Anything” by Kerry Patterson and Joseph Grenny Motivation Ability Worksheet6 Quickstart Guide Sample
  18. 18. Motivation Ability Worksheet Personal Motivation Physical cues, visualizations Social Motivation Turn accomplices into friends Structural Motivation Identify burning platform Personal Ability New skills Social Ability Transformation conversation Structural Ability Change physical environment Motivation Ability Personal Social Structural Inspired by Change Anything by Kerry Patterson and Joseph Grenny (The Six Sources of Influence) 6
  19. 19. The PCC Change Readiness Framework is designed to help you evaluate how ready your organization is for the proposed change in three main areas: 1. Psychology 2. Capability 3. Capacity The PCC Change Readiness Framework is intended to capture in a single place the factors that should be considered in the population of the PCC Change Readiness Worksheet and to show how they relate to one another. PCC Change Readiness Framework helps inform your entries into change readiness box on the Change Planning Canvas™ © 2015 Braden Kelley . All Rights Reserved PCC Change Readiness Framework7 © 2015 Braden Kelley All Rights Reserved Quickstart Guide Sample Toolkit contains Worksheet
  20. 20. CapacityCapability PCC Change Readiness Framework7 Psychology Leadership • Commitment • Mindset • Beliefs • Attitudes • Expectations Employees • Acceptance • Mindset • Beliefs • Attitudes • Expectations Customers/Partners • Desire • Mindset • Beliefs • Attitudes • Expectations Shared Understanding, History, and Context • Permissions • Regulations • Knowledge • Skills • Abilities • Relationships • Enablers • Change Saturation Levels • Human Resource Availability • Financial Resource Availability • Physical Resource Availability • Information Resource Availability • Executive Sponsor Availability • Communication Channel Availability © 2015 Braden Kelley All Rights Reserved 1 of 50+ Tools/Frameworks from the Change Planning Toolkit™ More free tools at http://bradenkelley.com/cpt
  21. 21. 10 Free Tools from the Change Planning Toolkit™ More Free Tools available on http://bradenkelley.com/cpt: © 2015 Braden Kelley . All Rights Reserved #8 – The Eight I’s of Infinite Innovation™ helps organizations: • Establish a common language of innovation • Shift from project-centric innovation to continuous innovation • Make inspiration central to their innovation efforts • Follow an iterative process that evolves promising ideas and cancels out ideas you can’t successfully commercialize #9 – The Organizational Agility Framework helps organizations: • Adapt to changing environmental conditions • Stretch existing resources and the organization itself to do new things in new ways • Enable faster change inside the organization and faster adoption by customers • Evolve profitable customer relationships to keep the organization strong and vibrant
  22. 22. The Eight I’s of Infinite Innovation™ helps people create an innovation process focused on: 1. Inspiration 2. Investigation 3. Ideation 4. Iteration 5. Identification 6. Implementation 7. Illumination 8. Installation • Inspiration is central and drives both idea development and idea commercialization. This framework helps people move from project-focused innovation to inspiration-driven continuous innovation Click here to download the white paper © 2015 Braden Kelley . All Rights Reserved Eight I’s of Infinite InnovationTM8 © 2015 Braden Kelley All Rights Reserved Quickstart Guide Sample Toolkit contains Worksheet
  23. 23. Eight I’s of Infinite InnovationTM8 © 2015 Braden Kelley All Rights Reserved 1 of 50+ Tools/Frameworks from the Change Planning Toolkit™ More free tools at http://bradenkelley.com/cpt
  24. 24. This framework helps organizations examine how to become more agile by asking the following: • Does our organization suffer from too much fixedness? • Is our organization too flexible? • Do we have the right balance between flexibility and fixedness to maximize our organizational agility? • Do we know where we need to increase or decrease our flexibility or fixedness? Use this framework to guide the difficult conversations around how to increase your speed of change © 2015 Braden Kelley . All Rights Reserved Organizational Agility Framework9 © 2015 Braden Kelley All Rights Reserved Quickstart Guide Sample Toolkit contains Worksheet
  25. 25. Organizational Agility Framework9 AgilityFlexibility Fixedness Increased Organizational Agility is achieved by establishing the right balance between Flexibility and Fixedness. Where can we stretch our existing resources and the organization itself to do new things in new ways? What should we keep the same to enable faster change inside the organization and faster adoption by customers? Too much Flexibility and it will take too long to make decisions and changes. Too much Fixedness and you will suffer from organizational rigidity. © 2015 Braden Kelley All Rights Reserved 1 of 50+ Tools/Frameworks from the Change Planning Toolkit™ More free tools at http://bradenkelley.com/cpt
  26. 26. 10 Free Tools from the Change Planning Toolkit™ More Free Tools available on http://bradenkelley.com/cpt: © 2015 Braden Kelley . All Rights Reserved #10 – The Eleven Change Roles ™ help organizations: • Get the right people in the room and engaged for change • Focus more on knowledge than authority • Create a change planning group than can drive success • Inject considered viewpoints into change planning process • Build a more holistic change plan
  27. 27. This framework is designed to help change planning teams take a more holistic, roles-based approach to staffing change management teams by laying out Eleven Change Roles™: • Step 1: Identify key groups of impacted individuals • Step 2: Identify some people who will not be affected by the change and who can provide some external perspectives • Step 3: Discuss each of the remaining nine change roles to gain understanding • Step 4: Use worksheet to identify change mgmt team members for each role • Step 5: Identify gaps and recruit people to fill those gaps on change mgmt team The Eleven Change Roles™ will help you populate the people boxes at the top of the Change Planning Canvas™ © 2015 Braden Kelley . All Rights Reserved The Eleven Change RolesTM10 © 2015 Braden Kelley All Rights Reserved Quickstart Guide Sample Toolkit contains Worksheet
  28. 28. 1. Authority Figures/Sponsors • Somebody has to be in charge. This includes one main sponsor and a coalition of authority figures who can help push things forward when a push is required. 2. Designers • Designers are your big picture thinkers, people who can see how the pieces fit together, who are skilled meeting facilitators, who know the methodology well, and who can help keep people on track as you build the plans for your change effort. 3. Influencers • Influencers are well-respected and forceful people in the organization. They may lack the formal position power of a sponsor or authority figure, but they can help rally people to the cause with their words and actions. 4. Integrators • Integrators are good at bridging silos, building relationships that cut across geographies and hierarchies, and finding ways for different teams and departments to work together to achieve a common goal. 5. Connectors • Connectors are slightly different from Integrators, and the difference is that Connectors know where the overt and hidden resources lie in the organization and have the personal connections and influence necessary to open a dialogue that can result in a needed connection. The Eleven Change RolesTM10 © 2015 Braden Kelley All Rights Reserved
  29. 29. 6. Resource Controllers/Investors • These people have things you need—human resources, information resources, and physical resources. You must get them to invest those resources to successfully achieve your desired change. 7. Troubleshooters • There are always going to be problems that emerge along the way; some are expected, and some are not. Troubleshooters are really good at identifying problems early on, and they enjoy the challenge of finding ways around, over, under or through these potential barriers. It is even better when the team can identify ways to overcome problems before communications to the rest of the organization begin. Troubleshooters can help with this and often have the domain knowledge or the deep insight into the change target’s mind-set necessary to also move minds and resources to support the change program. 8. Evangelists/Storytellers • Every change effort has a story to tell about how the desired future state is better than the current state and is worth the disruption of making the change. There is a vision, themes that will weave together in your story, and symbols that will reinforce and show your commitment to realizing the goals you set for the change effort. Without this evangelism and storytelling it will be really hard for people to understand what you are trying to do or to support it. So you need to have evangelists and storytellers at the ready. The Eleven Change RolesTM10 © 2015 Braden Kelley All Rights Reserved
  30. 30. 9. Endorsers/Supporters • Getting people to agree to talk up the change effort even if they are not taking an active role in pushing it toward completion is very powerful. Don’t be afraid to reach out and ask for this seemingly insignificant assistance, but arm these individuals with the themes, symbols, and stories that will reinforce the vision and sustain momentum. 10. The Impacted (key groups of impacted individuals) • Who is going to be affected by this change? Don’t be afraid to invite these people early on to voice their concerns so that you can understand their objections, identify solutions or mitigations, and potentially recruit them as effective evangelists. 11. The External (perspectives from people not affected ) • It’s easy to miss risks, assumptions, barriers, and points of potential resistance when you are too close to the effort. Inviting in some people from outside your organization to be part of your planning process and to get their feedback on what you are trying to do might be surprisingly enlightening as they contribute their perspective. The Eleven Change RolesTM10 © 2015 Braden Kelley All Rights Reserved Quickstart Guide Sample Toolkit contains Worksheet
  31. 31. The Eleven Change RolesTM10 © 2015 Braden Kelley All Rights Reserved 1 of 50+ Tools/Frameworks from the Change Planning Toolkit™ More free tools at http://bradenkelley.com/cpt
  32. 32. 10 Free Tools from the Change Planning Toolkit™ More Free Tools available on http://bradenkelley.com/cpt: These ten free tools from the Change Planning Toolkit™ are introduced in the following articles and in more depth in: • Charting Change – my latest book • QuickStart Guide – part of the Change Planning Toolkit™ 1. http://bradenkelley.com/2015/10/the-five-keys-to-successful-change/ 2. http://bradenkelley.com/2015/11/architecting-the-organization-for-change/ 3. http://bradenkelley.com/2015/11/building-a-global-sensing-network-revisited/ 4. http://bradenkelley.com/2015/12/visualizing-project-planning-success-for- 2016/ 5. http://bradenkelley.com/2015/12/the-pyramid-of-results-motivation-and- ability/ 6. http://bradenkelley.com/2016/01/measuring-change-readiness/ 7. http://bradenkelley.com/2016/01/eight-is-of-infinite-innovation-revisited/ 8. http://bradenkelley.com/2016/02/standardizing-change/ 9. http://bradenkelley.com/2016/02/increasing-organizational-agility/ 10. http://bradenkelley.com/2017/02/the-eleven-change-roles/ © 2015 Braden Kelley . All Rights Reserved 1. Five Keys to Successful Change 2. Architecting the Organization for Change 3. Building a Global Sensing Network 4. Visual Project Charter™ 5. Eight I’s of Infinite Innovation 6. Motivation Ability Worksheet 7. PCC Change Readiness Framework 8. Results Pyramid Worksheet 9. The Eleven Change Roles 10. Organizational Agility Framework 10FreeTools
  33. 33. License Options for Every Situation Site licenses from $2/yr per employee (plus setup fee) Consulting Firms and Organizations of 100+ employees will find site licenses less expensive Increase Client Revenue Earn 20% as a Reseller City/State/Country licenses from $0.01/yr per resident ($1,000 minimum)
  34. 34. Change Planning Toolkit™ Individual License Options Individual License Basic Bronze Gold Transaction Fee $29.99** $399.99 $999.99 Value eBook With fee pmt -- -- # of toolkit tools 26 50+ 50+ QuickStart Guide Included Included eLearning Included Private Event Discount 10% Public Event Discount 10% * (SL) Site License is priced based on TOTAL employee population not users (all get access) ** Basic Membership Fee is WAIVED for owners of Charting Change book Get access to Change Planning Toolkit™ http://bradenkelley.com/cpt Email info@bradenkelley.com for more information Includes Change Planning Canvas $3,800 value$1,200 value$500 value © 2015 Braden Kelley . All Rights Reserved Site Licenses Available $99.99/yr TBD 11”x17” included – poster size versions available with site license

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