introduction to expressworks 2015

© 2014 Expressworks www.expressworks.comChange is inevitable. Results are intentional.

Introduction to ExpressworksApril 2015

© 2014 Expressworks www.expressworks.com Change is inevitable. Results are intentional.

About Expressworks

• Expressworks International was founded in 1984 as a training company serving the Nuclear Power industry

• Following a multi-client research project in the mid-90s, Expressworks developed its Change Management Methodology

• Our network of consultants leverage their change management, project management, and organizational capability expertise to help project teams and leaders focus on achieving and sustaining change in their organizations

• In 2014, Expressworks consultants havebeen working in Chevron, Shell, USAA, and Germania Insurance

• We operate out of four “hub” offices:• The San Francisco Bay Area• Houston• London• Perth

We Have 102 Change Consultants:• Average of 14 years consulting industry

experience• Average of 4.8 years Expressworks

consulting experience• 51% have a Masters degree or higher• 58% have “Big 5” consulting experience• Currently working in Australia, Philippines,

Indonesia, Nigeria, Angola, Thailand, the UK and the US


Expressworks Values and Operating Principles

Operating PrinciplesEach transaction stands on its own meritsMake friends out of our business, not business out of our friends

Speak truthfullyMutually interdependent Show up on time and do what you say you are going to do

Fiscally accountable Keep it simpleDo/learnMake our colleagues look good

Enjoy what you do

Exercise personal freedom and choice

Create value for our clients, ourselves and others

Values

Our values and operating principles are the foundation of how we do business


How We Compare to Other Consulting Models

Independent Expressworks “Big Consulting”

Revenue Model

Independent professional, risk and reward to the individual

Network of experienced professionals, deep business/industry skills, shared risk and reward

Leverage less experienced, high margin, high potentials, tutored by experienced professional; risk and reward to the company

Team Size 1 consultant only Typically 1-3 consultants Typically 5-150 consultants

Consultant Experience

Varies by consultant Professional with average 10+ years experience, skill set matched to job. Project assignment driven by consultant.

Full range of experience from recent college graduate to business/industry expert. Project assignment driven by company.

Consulting Approach

Varies by consultant Consultative, customer centric, tailored to local culture, simple tools, sustainable change; simplicity

Deliverable focused, consultant directed, often utilizes consultant approach and methodology; complexity

Marketing Approach

Business development when not engaged

Demand driven with relationship driven business development efforts

Broadly marketed inside and outside current clients; solutions looking for problems

Client Experience

Stay gainfully contracted; reward is continued work

Promote long-term client success; work through the client not around them. Reward is doing the work not “moving up”

Try to get as many client experiences as possible – advancement defined by putting others to work

Our approach is based on a network of mutually interdependent, experienced professionals focused on long term relationships and implementing sustainable change. We provide the freedom of independent consulting with the network support, methodology and project choices of a large consulting firm.


Our Reputation – What We’re Known For

• Honest, transparent business with simple, straightforward solutions

• Translating complex ideas and problems into a digestible and actionable size

• Commitment to project success for our clients - we are supporting clients, not the other way around

• Independent voice

“What I like about Expressworks people is that they take complicated problems and provide simple solutions.”

President, Oil TechCo

In a very respectful manner, Expressworks Consultants ask questions that bring into focus what it is that we really want to achieve and what it is likely to mean to ourselves and our people.

President, Trading SBU

• Comfort with all levels , vertical and horizontal• Ability to collaborate with client personnel and other

consultancies• Sensitivity to the client’s organizational culture – how

things get done• Reliability – we do what we say we’re going to do• Flexibility – we roll up our sleeves and get things done


Based on our research, the following are Critical Success Factors for implementing change:

Planning and Modifications There is a doable plan and an established process to incorporate the feedback of others.

Engagement Ownership for the success is cascaded throughout the organization through dialogue and process.

Measurement Clear metrics and processes to systematically monitor progress are implemented.

Communication Individuals at all levels understand how the change impacts them and how to take action.

Reinforcement Rewards and consequences are built into the deployment, demonstrating commitment to change.

Sponsorship All sponsors understand their role in making the change successful and they visibly demonstrate their commitment.

Competency Development The organization has the skills and tools to be successful if asked to exhibit new behaviors.

Clear Direction Implementation has been appropriately defined, with clear objectives, scope, and success metrics.

We manage change through a phased, decision-gated process. We believe that change must be owned, championed and driven - not from consultants - from within the organization.


And these factors are employed across each phase of our Methodology

Project Governance

TransitionDevelopDesign

Develop Implementation

PlanFrame the

OpportunitySustain &Improve

ImplementDevelop Alternative(s)

Test & SelectAlternatives

Clear Direction

Sponsorship

Engagement

Communications

Competency Development

Reinforcement

Measurement

Plan & Modify


Following are some of the key activities undertaken in each phase:

Project Governance

TransitionDevelopDesign

Develop Implementation

PlanFrame the

OpportunitySustain &Improve

ImplementDevelop Alternative(s)

Test & SelectAlternatives

Assess the project

Frame the project, orient the team, draft the Business Case

Define the project plan

Secure sponsorship

Conduct preliminary stakeholder identification

Draft stakeholder analysis and sponsor engagement plan

Gather available data and draft inquiry plan

Conduct preliminary gap analysis

Develop evaluation criteriaDevelop preliminary implementation strategy and alternatives

Deploy initial communication plan

Test alternatives through inquiry

Refine stakeholder analysis and sponsor engagement plan

Refine / generate alternatives

Evaluate and select preferred alternative(s)

Refine project plan

Design and develop key project change elements: • Strategy• Organization• Process• Technology

Draft preliminary implementation plan

Engage stakeholders

Draft the operating plan for sustainabilityUpdate cost estimate and business case with financial analysis

Complete the implementation plan, including:• Clear Direction• Sponsorship• Communication• Engagement• Competency

Development• Reinforcement• Measurement• Planning &

Modification

Design and develop supporting materials for implementation

Engage stakeholders in executing plans

Monitor progress and results

Update plans based upon progress and results measures

Finalize operating plan for long-term sustainability

Execute the operating plan for long-term sustainability

Evaluate implement-ation success

Sunset/ disband the project team

Monitor and evaluate on an ongoing basis

Conduct the “1-year” business look-back


• Developing change strategies and managing change• Managing projects• Improving organizational capability• Improving change leadership and team effectiveness• Implementing and sustaining behavior change associated

with major programs such as: IT Systems and Business Process Change Operational Excellence/Health, Environment, and Safety Real Estate Moves, Open Workspace, GreenBuild Corporate Social Responsibility / Sustainability

• Maximizing collaboration in the workforce User Adoption of Microsoft Collaboration Tools such as

SharePoint iField and other Integrated Decision Environments Workspace design Team facilitation, including virtual teaming

• Managing stakeholders at all levels of an organization

We Average Over 200 Projects Each Year

Typical Roles• Strategy Facilitation &

Implementation• Change Manager• Project Manager• Communications

Strategist• Communications Lead• Process Design

Facilitator• Meeting Facilitator• Team and Leadership

Coach


http://www.expressworks.com

Expressworks International LLC(925) 244-0900

2010 Crow Canyon PlaceSuite 260

San Ramon, CA 94583

Contact Information

Managing PartnersJohn Quereto Stephen [email protected] [email protected]

http://www.expressworks.com/

introduction to expressworks 2015

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