prosci-2016-bp-overv.. - prosci - change - change management · pdf file© prosci inc. all...

Copyright 2016 Prosci. All rights reserved. 1

Prosci Webinar: Overview of 2016 benchmarking report

© Prosci Inc. All rights reserved.

ProsciBest Practices in Change Management, 2016 Edition

Overview of Prosci’s latest research

®

1


Prosci Research Foundation

9 studies

17 years

4500 participants

What works? What doesn’t?

What to do differently?

0

500

1000

102

1120

1998 2015

Participants

2

®



© Prosci Inc. All rights reserved. 3

CultureGlobal awareness

Complementary rolesChange Agent Networks

Vertical industry customizationJustifying CM

Job roles and locationsAdvice for new practitioners

Complex changeAligning CM with other disciplines

Measurement and metricsIntegrating CM and PM

ReadinessTrends in CM

Reinforcement and sustainmentSaturation and portfolio managementOrganizational change capability

Team member attributesResources and budgets

Resistance managementManager Role

Greatest contributorsBiggest obstacles

MethodologySponsorship

CommunicationsTraining

1998 2000 2003 2005 2007 2009 2011 2013 2015

Building thebody of knowledgeon change managementEvolution of Prosci Research

New topic areaMajor focusMinor focus

Key


THE LARGEST BODY OF RESEARCH IN THE FIELDOF CHANGE MANAGEMENT

TRY A TWO-WEEK FREE TRIAL OF eBEST PRACTICES

Prosci’s comprehensive research allows you to align your change management efforts with industry best practices, optimizing your approach to achieve results. Leverage lessons learned from thousands of change and project leaders.

Access best practices and benchmark data from anywhere through the Prosci eBest Practices. Continually updated, this app contains all of Prosci’s most current and relevant research. Browse all topics to sharpen your change management skills or use the Prosci eBestPractices to find answers to your current questions.




What to expect in Prosci’s new 2016

benchmarking report:

New Structure– Organization– Intro pages

New Topics– Culture– Industry– Change Agent

Networks…much more…


New Structure:Moving away

from the report as a collection

of findings.

Moving toward a book that tells/lays out a

narrativePart

ChapterSection

Finding

Intro pages

6




Organization:

PartChapter

Section

Finding

7


Organization:

Part Two: Change Management Application

Chapter 4: Motivation and Justification

MotivationDrivers that caused change management to be applied on the project

Part

Chap

ter

Sect

ion

Find

ing

8




Report Parts:PART ONE: Current State of Change Management

PART TWO: Change Management Application

PART THREE: Roles in Change Management

PART FOUR: Adapting and Aligning Change Management

9


PART ONE:PART ONE: Current State of Change Management

Chapter 1 Insights Foundational findings in change management benchmarking research

Chapter 2 Trends What is happening at the forefront of a maturing discipline and how it is evolving

Chapter 3 Organizational Change Capability Move past a project-by-project approach toward building change capability

PART TWO: Change Management ApplicationPART THREE: Roles in Change ManagementPART FOUR: Adapting and Aligning Change Management

10




PART TWO:PART ONE: Current State of Change ManagementPART TWO: Change Management Application

Chapter 4 Motivation and Justification Build buy-in for the results you deliver with project teams and senior leaders

Chapter 5 Effectiveness and Measurement Projects with excellent change management are six times more likely to meet objectives

Chapter 6 Methodology Increase change management effectiveness with a standard methodology

Chapter 7 Budget, Resources, Team Structure Size and secure the right resources for optimizing your efforts

Chapter 8 Change Management Activities The specific steps effective change managers take to influence project success

Chapter 9 PM and CM Integration The power of complementary disciplines working in partnership toward a goal

PART THREE: Roles in Change ManagementPART FOUR: Adapting and Aligning Change Management

11


PART THREE:PART ONE: Current State of Change ManagementPART TWO: Change Management ApplicationPART THREE: Roles in Change Management

Chapter 10 Sponsorship Active and visible sponsorship is the single greatest contributor to success

Chapter 11 Managers and Supervisors Managers and supervisors legitimize the changes impacting the teams they lead

Chapter 12 Change Agent Network Extend project support and credibility through an engaged group of advocates

Chapter 13 Consultants Strategically leverage experienced change professionals to drive change performance

Chapter 14 Complementary Roles Collaborate with internal support functions to enhance change management outcomes

PART FOUR: Adapting and Aligning Change Management

12




PART FOUR:PART ONE: Current State of Change ManagementPART TWO: Change Management ApplicationPART THREE: Roles in Change ManagementPART FOUR: Adapting and Aligning Change Management

Chapter 15 Culture and Change Management Navigate the complexity of managing change within the context of culture

Chapter 16 Customizing CM by Industry Adapt change activities to the unique challenges of your industry

Chapter 17 Aligning CM with Specific Approaches Change management intersects with Program Management, Lean, Agile and CPI

Chapter 18 Managing Complex Changes How to adapt when the project presents difficult change management scenarios

Chapter 19 Saturation and Portfolio Management Mitigate the cumulative and collective impact of an increasing volume of change

13


Introduction Pages:

You are here

Punchy “why” of this chapter

Summary

Highlights

14




New research areas in Prosci’s

2016 report


1. Impact of culture on change management2. Importance of cultural awareness

and global literacy in change3. Development and leveraging of

change agent networks4. Engagement of complementary roles

in change management work5. Customization of change management

for vertical industry segments6. Certification in change management

16

New research areas in 2016 report




Top contributors to success


Top Contributors to Success

18

1 Sponsorship

2 Approach

3 Resources

4 Communication

5 Employee Engagement

6 Integration with PM

7 Manager Engagement

1 Sponsorship

2 Approach

3 Resources


5 Employee Engagement

6 Communications

7 Manager Engagement

2013 2015




Trends in the discipline


Trends: 5-year Discipline

20


2Continued maturation

3Internal capabilities/ core competency

4Recognized/accepted as a discipline

5Executive engagement

6General awareness of need and value

What are the top three trends, in the discipline of change management, that you see developing

over the next five years?




Trends: 2-year Internal

21

1 Awareness of need

2 More resources/positions


4 Establishment of CMOs

5 Broader application

6 Use of methodology/structure

7 Leadership support

8 Demand for training

Within your organization what

three trends in change management have you seen over the last two years?


Viewers’ ChoicesExploring the 2016 Report• Audience selects which topics they want to

explore (PollEverywhere)• Screen share eBest Practices, click around

and explore sections that are selected

22




ProsciBest Practices in Change Management, 2016 Edition

Available now!

®

www.prosci.com | [email protected] | +1 970 203 9332

prosci-2016-bp-overv.. - prosci - change - change management · pdf file© prosci inc. all...

Documents