delivering project results and ecm boot camp information webinar
TRANSCRIPT
Introducing Being Human • Founded in 1993 • Our mission: develop change-capable people and organisations so they achieve the benefits of change.
• 11th anniversary as Prosci’s Primary Affiliate in Australia and New Zealand.
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Agenda 1. About you: your needs in
building change capability on projects/programs and across the organisation
2. Role based training overview 3. Prosci Delivering Project
Results Workshop: • Target audience • Learning Outcomes • Action learning approach • Take ways • Our Facilitators • In house and public options – which is
right for you ?
4. Q&A
3
“Change is the law of life. And those who look only to the past or present are certain to miss
the future.” John F. Kennedy
Greatest contributors to success 1. Active and visible executive
sponsorship 2. Structured Change
Management approach 3. Dedicated Change
Management resources 4. Interaction and engagement
with Project Management 5. Employee engagement and
participation 6. Frequent and open
communication 7. Engagement with middle
managers 4
✔
✔
2014 rank
2016 Best Practices in Change Management Report. 1,120 participants in 56 countries. Prosci Inc copyright 2016.
ê
é
✔
✔
✔
Interaction and engagement with Project Management
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Percentage of participants who integrated Project Management and Change Management
71%
22%
7%
77%
20%
3%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Yes No Don't know
2013
2015
Did integration make an impact on achieving project
objectives?
58%
42%
0% 10% 20% 30% 40% 50% 60% 70%
Integrated Did not integrate
Best Practices update on who receives training
• Significant increase in training for Change Management Resources (72% up from 51%)
• Decline in training for all other groups
• 76% of participants said their organisation didn’t prepare managers for change
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72%
44%
37%
31%
15%
0% 20% 40% 60% 80%
Change Management Resources
Project team
People Leaders
Executives
Impacted employees
Percent of Respondents
Groups that received CM Training
3%
3%
29%
47%
3%
0% 10% 20% 30% 40% 50%
Strongly agree
Agree
Disagree
Strongly disagree
Unsure
Percentage of Participants
Did your organisation adequately prepare people leaders during change?
2016 Best Practices in Change Management Report. 1120 participants in 56 countries. Prosci copyright 2016.
Building organisational change capability requires twin approach: training and project application
CM Build
Individual Competencies
Integrate into Changes, Projects
and Programs
Initiate Plan Design Develop Deploy
“GoLive”Kickoff
Phase3:Reinforcing Change
Phase2:Manag ing Change
Phase1:Preparing forChange
A D K A R
Strategy Plans Measures
GeneralProjectLifecycle
IndividualChangeJourney
Milestones
OrganizationalChangeMgmt
Activities
Majorevents
Prosci®
ADKAR ®
Model
Prosci®
3-PhaseProcess
Execs & Senior Leaders
Front-Line Associates
Middle Managers & Supervisors
Initiate Plan Design Develop Deploy Sustain
7 © Prosci Inc. All rights reserved www.change-management.com
Internalize ABC of sponsors
Internalize CLARC role in change
Expect and Thrive in Change
The effectiveness of Prosci’s research based,role based training
Design solutions with adoption
and usage in mind Execs & Senior Leaders
Front-Line Associates
Middle Managers & Supervisors
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Action Learning Program Key Change Enabling Roles
Senior Leadership
Change Practitioners
Project Teams
Managers
Front Line Employees
Prosci Sponsor Briefing (1/2 day)
Prosci Certification Program Experienced Practitioner Program,
ECM Boot Camp
Prosci Delivering Project Results Workshop (1 day)
Prosci Managers Program (1 day)
Prosci Employee Program (1 day)
Rol
e-B
ased
Tra
inin
g C
oach
ing
Sup
port
How Prosci’s role based training works
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Prosci Delivering Project Results: Change Management Workshop for Project Managers • 1 day • Get Project Managers and
teams, IT specialists, BAs, SMEs on board with CM
• Bring a current change • See connection between
adoption and usage and achieving results
• Includes $300 worth of Prosci cloud tools
• In house and public programs
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2017 Public Programs
Sydney: 4 April Melbourne: 24 May
Sydney: 6 June Melbourne: 11 July Sydney: 1 August
Sydney: 10 October
In House programs also available
min 12 participants
Prosci Delivering Project Results: Change Management Workshop for Project Managers • Launched in 2015 in Australia • Piloted for Prosci globally • Trained 225 people in wide range
of sectors • Specifically designed for Project
Managers and teams – uses PM concepts and terminology
• New content - NOT “cut down” version of Certification Program
• Action learning to suit their learning style
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Excellent, filled in knowledge gap in the change management
space. Kevin, Project Manager,
Government Services
Very relevant to day-to-day work processes. Feel I can definitely
incorporate elements into planning to make projects more successful!
Peter Moloney, Project Manager, University of Technology Sydney
Target Audience • Project Managers • Program Managers • SMEs • HR/L&D/OD – who are
SMEs on projects • Business Analysts • Change Champions • Change Analysts • Corporate
Communications - who are SMEs on projects
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Learning Outcomes 1. Reposition Change
Management to a key component of change success, in a partnership with Project Management
2. Show the connection between project deliverables, organisational outcomes and the required employee adoption and usage that delivers expected benefits
3. Overview of Prosci ADKAR Model and Prosci methodology
4. Leave with a completed Project Blueprint – a key deliverable for the Change Management Plan
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Excellent, filled in my knowledge gap in the change management space. Kevin,
Project Manager, Government Services
Action Learning Approach • Bring a current change • Work in teams or individually • Complete the Prosci PCT
Assessment on the change • Learn and apply using Prosci
Change Management Blueprint • Estimate the percentage of
expected benefits tied to “people change”
• Identify impacted groups and • Identify their future state
• Complete ADKAR assessment
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• AUD300 worth of Prosci resources • Workbook • Prosci Assessments and materials • ADKAR ® - A Model for Change in
Business, Government and our Community - By Jeffrey M Hiatt (book)
• Change Management - The People Side of Change - By Jeffrey M Hiatt and Timothy J Creasey
• Prosci Change Management Best Practices Research Expose (Prosci Portal on-line app)
• Change Management Blueprint (Prosci Portal on-line app)
• Webinar Replay: Integrating Change Management and Project Management (Prosci Portal on-line app)
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Take aways
Where to find today’s slides and recording
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Being Human Company Linked in Profile – Follow us!
Being Human Pty Ltd page - Like us!
Search for Being Human Pty Ltd. Recorded version. Follow us for notifications on new posts
www.slideshare.net/BeingHumanAustralia Slides and recording Follow us for notifications on new posts
Where to find today’s slides and recording
18
Being Human Company Linked in Profile – Follow us!
Being Human Pty Ltd page - Like us!
Search for Being Human Pty Ltd. Recorded version. Follow us for notifications on new posts
www.slideshare.net/BeingHumanAustralia Slides and recording Follow us for notifications on new posts
Introducing Being Human • Founded in 1993 • Our mission: develop change-capable people and organisations so they achieve the benefits of change.
• 11th anniversary as Prosci’s Primary Affiliate in Australia and New Zealand.
19
Agenda 1. About you: your needs in
building change capability on projects/programs and across the organisation
2. Role based training overview 3. Prosci Enterprise Change
Management Boot Camp: • Target audience • Learning Outcomes • Action learning approach • Take ways • Our Facilitators • In house and public options – which is
right for you ?
4. Q&A
20
“Change is the law of life. And those who look only to the past or present are certain to miss
the future.” John F. Kennedy
“A great foot print to help guide the design and implementation of creating a change ready organisation
– Participant, 2013.
CEOs said that their ability to adapt to change will be a key source of competitive advantage PWC survey of 1150 CEOs
76%
21
Executives said organizational agility was critical to business success and growing in importance over time McKinsey Quarterly (Sull)
9 of 10
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From the PMI® 2012 Pulse of the Profession™ In-Depth Report: Organizational Agility
Greater Org Agility
= Better Performance =
Improved Competitive Advantage
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Organizational CM Capability DNA/fabric/norm through individual competencies and
integrated CM approaches
Change Management Catalyzing individual transitions to
deliver organizational results
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Building Enterprise Change Management Capability
CM Build
Individual Competencies
Integrate into Changes, Projects
and Programs
Initiate Plan Design Develop Deploy
“GoLive”Kickoff
Phase3:Reinforcing Change
Phase2:Manag ing Change
Phase1:Preparing forChange
A D K A R
Strategy Plans Measures
GeneralProjectLifecycle
IndividualChangeJourney
Milestones
OrganizationalChangeMgmt
Activities
Majorevents
Prosci®
ADKAR ®
Model
Prosci®
3-PhaseProcess
Execs & Senior Leaders
Front-Line Associates
Middle Managers & Supervisors
Initiate Plan Design Develop Deploy Sustain
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Level 5 Organizational Competency
Change management competency is evident at all levels of the organization and is part of the organization's
intellectual property and competitive edge
Level 4 Organizational Standards
Organization-wide standards and methods are broadly deployed for managing and leading change
Level 3 Multiple Projects
Comprehensive approach for managing change is being applied on multiple projects within organization
Level 2 Isolated Projects
Some elements of change management are being applied in isolated projects
Level 1 Ad hoc or Absent
Little or no change management applied
Prosci® Change Management Maturity Model™
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Five Capability areas • Leadership – who is leading or sponsoring the
deployment of Change Management? • Application – What % of projects apply Change
Management processes? What is the ‘reach’ or ‘breadth’ of application across the organisation?
• Competencies – what level of training is available for all levels? How do all levels demonstrate competency?
• Standardisation – what is the standard approach? Who ‘housekeeps’ Change Management?
• Socialisation – How do we share success stories and maintain commitment to better managing change?
27 ©Prosci. Used with permission www.change-management.com
Prosci® Enterprise Change Management Boot Camp • 1 day • Create/refine your blueprint for
embedding change capabilities into your organisation
• Leverage global best practices in ECM
• Network with peers in other organisations
• One of the requirements of the Advanced Deployment Leader Track
• Take the next step in your career as a change professional
• Take away Prosci ECM resources valued at AUD685
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2017 Public Programs
• Sydney: 2 May • Melbourne: 23 May • Sydney: 18 July
In House Workshops
also available Contact Us
“A great course that has given me future tools and techniques that can be implemented straight away. –
Participant, 2013.
Target Audience • Organisational Change Leads
and professionals from any discipline leading the change agility journey: • Agility project leaders • Head of Strategy/Transformation • HR GMs • CIO and IT leaders • PMO leaders • Change Management practice
leaders • Leaders of Change Management
Centers of Excellence or Communities of Practice
• Directors of Change Management • Experienced change
professionals who want to take the next career step
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“ An excellent program. It gave me tools to get on my way. I would recommend this program to others if they
were looking at ECM”.
Action Learning Approach • Apply the leading edge
Prosci ECM tools to creating or refining your ECM plan
• Blend best practices with a tailored approach
• Share experiences and lessons learned with colleagues on the same journey
• Learn from Being Human’s experiences with leading organisations
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Current Transition Future
Implementation Plan
Change Management Plan
Agenda AM • Why ECM?
• The ‘Why ECM’ menu • Value Proposition for your organisation
• What is ECM? • Defining ECM • Telling the story of ‘Project: ECM’ • Keys to ECM Success • Your ECM Path – structure and intent
• Current State • Review pre-work – Environmental Analysis • Change Management Maturity Model
(CMMM) Audit – overview • 5 Capability Areas • Assessing your CM Maturity • Scanning Environmental factors; Help and
hinder factors
PM
• Future State • What does it look like and why do we need it?
• Transition State – Technical Solution • ECM Strategy Map • Aspirational goals • Examples • Develop your Transition State plan
• Transition State - People • Positioning – building Awareness and Desire
for ECM • The Playbook • Refine your Transition State plan and play
• Road test Your Plan • Coaching circles – practice run in small
groups • Debrief with group - Insights • Refining your plan
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Take aways • Create or refine your ECM Plan:
• Value Proposition for ECM • Current State • Change Maturity Audit of your
organisation and key insights • Future State – Vision • High level Transition Plan –
Implementation and Change Management streams
• AUD685 worth of Prosci resources • Workbook • Prosci on-line ECM Roadmap – a
complete toolkit of assessments and planning tools
• Prosci Change Management Maturity Audit - 3 months subscription
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