powerpoint presentation€¦ · tangible impact. learners empowered through bespoke projects last...

28

Upload: others

Post on 31-May-2020

3 views

Category:

Documents


0 download

TRANSCRIPT

Gain leaders’ trust to sharpen the

human capital agenda

Understand business imperatives,

connect people initiatives

Navigate across contexts to create

tangible impact

Learners

empowered

through bespoke

projects last year

Course

recommendation

score

Journeys covering

HR across roles

and career stages

Alumni

refer someone

for a course

HR

Professionals

empowered to

impact business

outcomes

Flagship certificate courses for HR

professionals

Bespoke HR capability journeys for

organizations

Registration

E-Learnings

Online Discussion

Learning Lab

Assignment

Comprehensive

Assessment

Management Change

Organization Change

Intrapreneurship

Change

Objective

Change

Strategy

Change

Impact

Economics

Competition

Globalization

Legislation

Demographics

Technology

Digital Economy, Shared

Economy, GST Bill

US and China relationship,

Industry Convergence

Artificial Intelligence,

Internet of Things (IoT)

Emergence of Africa,

Multipolar world, Oil prices

Climate Change, Migration

laws in the US

Urbanization, Millennial

workforce

Change Management is the structured process that guides how we lead the people side

of change in order to achieve a desired outcome. Effective change management

recognizes that change occurs at two levels:

At the individual level:

Understanding and managing your

own reactions to change.

Supporting others in their

understanding, readiness, and

adoption to change

At the organization level:

A set of tools, templates, and

resources for projects to drive

effective change. A core

competency for all colleagues to

become catalysts for change

Resistance

Over-

Confidence

Disengagement

“Valley of Despair”

Letting Go

Testing

Rationalizing

Integrating

En

ga

ge

me

nt

Le

ve

l

Time

Individual’s typical journey

with effective change

management

The Individual Change Curve is and as colleagues learn and

grow through the change event. Change Management helps minimize the depth

and duration of disengagement and accelerate the value of your change initiatives.

“How to think about it” “How to do it”

Provides a model to help you think about

colleagues’ common responses to change

so you can assess needs and plan for

change appropriately.

Provides the structured approach to

facilitate the planning and execution of

change.

Corporate

Transactions

Business

Transformation

Function

TransformationRestructuring

Workforce

Strategies

Program

Implementation

Leadership Stakeholder

ManagementCommunication Measurement

Organizational

Structure

Staffing

Capability &

Capacity

Policy &

Processes

Rewards &

Performance

Build Momentum Enable Change

THE HOW:

Organizations enable

individual change

by focusing on

eight common levers

THE DESIRED

RESULT:

Changing behavior

requires addressing

four common

employee responses

THE WHAT:

Organizations

face different

types of

change

Understanding Emotion Ability Intent

Understand the

change management

efforts and

associated timing to

plan the work

Support project/

change stabilization

and transfer

knowledge

Develop and deliver

stakeholder

interventions to create

an agile

organizational culture

Determine best

change interventions

for impacted

stakeholders

SustainEnableEngagePlan

Focused on enabling key stakeholder groups,

assessing readiness, delivering

communication and training

Focused on identifying what is changing, for

whom, and the plans to engage and prepare

the organization

Online Learning Modules* Online Discussion Boards*

Learning journey spanning across four contact classes and a comprehensive online assessment

Day 1 Day 2 Assessment

*Active for one year

Enable

Culture

Plan for

Success

Uncover

Change

Sustain

Impact

Final

Assessment

Engage

Stakeholders

E-Learnings

Online Discussion

Class Participation

Assignments

Final Assessment

• Final Assessment can only be taken

after attending all five modules

• Minimum 50% is required in the final

assessment

• At least 50% aggregate score is required to

complete the certification

Objectives

Outcomes

• Understand impact of mega trends and disruptions on the

organization; classify different types of change

• Get an overview of the psychology of change and understand

different forms of change resistors

• Navigate organization change by understanding competencies to

become change catalysts

• Determine the business case for change by clearly articulating

benefits

• Understand how to identify big changes and prepare

for them

• Understand the impact of the VUCA world on change

management efforts

• Have a deep understanding of change and

accompanying difficulties and challenges

• Develop influencing strategy for stakeholders

Uncover Change

Make a business case for change

Objectives

Outcomes

• Define guiding principles on change management as per the

future state vision

• Identify business sponsors and understand risks

• Conduct change impact analysis for key stakeholder groups

and influencers

• Create project plan and kick-off the change management team

• Get business buy-in on the change roadmap

• Develop a governance structure to ensure clarity of

roles and responsibilities

• Define integration approach for different work

streams

• Set a change measurement process and configure

right metrics

Plan for Success

Assess impact and readiness for change

Objectives

Outcomes

• Assess the change readiness of individuals and the

organization as a whole

• Understand the support required by various stakeholder groups

in order to play their role in the change management process

• Develop and deliver targeted communications to stakeholders

and incorporate feedback

• Develop and refine an integrated approach addressing

specific change needs

• Emerge as leaders confidante on managing change

• Identify and mobilize HR and business change network

Engage Stakeholders

Determine the best change interventions

Objectives

Outcomes

• Create a support structure through people policies and systems

to facilitate change adoption

• Identify and plan for the capability gaps in workforce to bring

desired results

• Create flexible plans based to ensure success of change

management

• Bring out key messages to target audience to ensure

adoption of change

• Learn to leverage the impact of change networks

• Enable mechanisms for two-way feedback to

determine effectiveness

Enable Culture

Manage critical strategic initiatives

Objectives

Outcomes

• Understand the need to make change stick in the organization

• Identify challenges to sustaining change in the long-term

• Conduct regular listening interventions to ensure stakeholder

adoption

• Understand the characteristics of an agile organization

• Provide support during change effort stabilization

period

• Measure and monitor business adoption and support

continuous improvement

• Develop mechanisms to sustain desired behaviors

Sustain Impact

Accelerate stabilization

Raswinder manages the delivery of Aon’s Engagement &

Culture Practice for the West Region. He is instrumental in

ensuring that Aon’s delivery is always cutting edge and is

consistently finding new levels of quality and depth of advisory.

He has worked with clients in sectors ranging from BFSI ,

Pharmaceuticals, FMCG, Engineering to Manufacturing within

India and Globally. He has a fundamental grounding in survey

and research techniques from his stints with human capital

research organizations.

He brings with a plethora of practical knowledge and best

practices through his extensive experience in consulting,

research and Corporate HR. He also leads the delivery of

Learning Certification Programs.

He started his career with Deloitte Consulting Human Capital

Practice and then worked with CEB as a part of the Total

Rewards practice. In his latest stint before joining Aon, He led

HR Strategy and Projects at Snapdeal where he worked

directly with HR and Business leaders to create people

frameworks to solve business realities. He has a degree in

Mechanical Engineering and is a post graduate from

Symbiosis Institute of Management Studies (SIMS).

Raswinder Jit Singh

Senior Consultant,

Engagement and

Culture

Raswinder’s Mantra

Knowledge comes but

Engagement lingers

-Lord Tennyson

Ajith leads the delivery of Aon’s Engagement & Culture

Practice nationally. He is instrumental in ensuring that Aon’s

delivery is always cutting edge and is consistently finding new

levels of quality and depth of advisory.

Ajith has worked extensively with Senior Leadership teams

across India and in the APAC region in shaping organizational

thinking and actions on engagement and culture. His

experience spans sectors ranging from BFSI (NBFCs,

Insurance, Mutual Funds, Banking), Pharma, FMCG,

Engineering and Manufacturing. Ajith has leveraged his

experience of both the consumer and employee dynamics to

work on frameworks that tangibly link the two, while employing

analytics to explain effective business linkage. A certified

Strengths performance coach, Ajith has advised Senior

Leaders in enhancing their own effectiveness to personal and

organizational advantage.

Ajith writes extensively in leading HR publications and is a

guest speaker at industry forums such as CII and SHRM. He is

an Electronics Engineer with a post graduation from Narsee

Monjee Institute of Management Studies (NMIMS).

Ajith Nair

Leader,

Engagement and

Culture

Ajith’s Mantra

Truly engaging

organizations help

employees find a purpose

and empower them to live

it everyday!

Self

Ashish has over 15 years of work experience in increasingly

responsible roles within consulting in several organizations. He

has joined Aon as a Practice Leader in 2018 and is

responsible for leading the overall Engagement business and

the team.

Ashish is also the founder of SEE talks, a platform to

recognize ordinary heroes who are doing extraordinary work

for the society selflessly. In his most recent position, He was

managing the Employee Engagement business at Willis

Towers Watson. Previously he has worked in organizations

such as People Business Consulting, Gallup, Bajaj Allianz Life

Insurance and Kotak Life Insurance. He has also been a

visiting faculty at SIMSREE.

He specializes is Client Acquisitions, Revenue Generation,

Profit Centre Management, Consulting, Solution Architecture,

Build Outs, Client Relationship, CEO/CXO advisory, Strengths

coaching, Leadership Development, Leading teams, Vision,

Management Faculty and Marketing.

Apart from work, he is passionate about running and learning

new things. He is also involved in a lot of community work, he

works as coach in Mumbai based NGO working for children

with special needs and teaching them cricket on weekends.

Ashish Ambasta

Practice Leader,

Engagement and

Culture

Ashish’s Mantra

To Reduce Suffering And

Increase Happiness of those

I touch.

Self

Connect with us

[email protected]

011 43145500 Course Fee (inclusive of taxes)

₹45,000Participation will be confirmed post payment

Learning Center

Classroom sessions

16 hours

Online

Discussion Board

Active for one year

Participant

Handbook

Pre-reads

10 hours

Certification

Certified Change

Management Expert

Course Calendar

Click to view

Terms & Conditions

Click to view

Aon AHLC Inquiry Mailbox

[email protected]

011 43145500

Vishisht Dhawan

[email protected]

+91 981 948 8433