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Change Management: The People Side of Change

Change Management: The People Side of Change . GSA Expo May 4 & 6, 2010. What is Change Management?. Tell me . . . Hot Topic: 256,000,000 Hits!. Wikipedia:

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Change Management: The People Side of Change

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  1. Change Management:The People Side of Change GSA Expo May 4 & 6, 2010

  2. What is Change Management? Tell me . . .

  3. Hot Topic: 256,000,000 Hits! Wikipedia: Change Management is a structured approach to transitioning individuals, teams and organizations from a current state to a future state

  4. Transition requires behavior change

  5. Change is hard & projects often fail Only one-third of change programs result in bottom line improvement 50 - 75% of implementations are viewed as failures 53% of projects will cost 189% of their original estimates Research & Surveys Failure to address the human aspects early enough is one reason why changes so rarely deliver the promised benefits I would begin my change management activities earlier instead of viewing it as an add-on or afterthought Change initiatives often fall victim to employee resistance

  6. GAO Says • “The key to a successful merger and transformation is to recognize the “people” element and implement strategies to help individuals maximize their full potential in the new organization, while simultaneously managing the risk of reduced productivity and effectiveness that often occurs as a result of the changes” GAO-03-669

  7. Describe a change you experienced • What were the objectives of the change? • What worked? • What did not work? • How did the workforce react to the change? • What were the “benefits” of the change? • What were the “costs?”

  8. There is usually a performance dip Benefits of the Change Initiation of the Change Maximize Benefits Baseline prior to change Performance Minimize time to recover Time

  9. Ownership Building Level of Change Readiness Organization Readiness Uncertainty Ownership Continuum Awareness Acceptance Understanding Adoption Ownership

  10. Support people thru the transition “I confidently share successes and explain how they relate to the mission I am willing to tell others how the change contributes to the mission I understand how the change contributes to the mission I am aware of the proposed change Commitment Level Time

  11. Get more successful implementations

  12. Much more than e-mails and training

  13. Change Mgt is driven by nine “vectors” Focus Areas Change Management Vectors Lead and Build Buy-in Change Strategy Change Leadership Stakeholder Analysis Communication Human Capital Anchor and Embed Learning & Training Process & Infrastructure Manage and Measure Project Management Performance Management

  14. Tools for Stakeholder Analysis Put your Stakeholders in one of the quadrants Antagonist or Protagonist Low Power & Influence High

  15. April 15, 1947: Jackie Robinson plays for the Brooklyn Dodgers

  16. "Luck is the residue of opportunity and design." -Branch Rickey

  17. Branch Rickey

  18. Our course covers critical topics

  19. Q & A

  20. Presenters & Contact Information • John Austin, PhD • Georgetown University • john.austin@thinkdsi.com • 610-717-1000 ext. 162 • Maria Darby, Senior Vice President • Booz Allen Hamilton • Darby_maria@bah.com • 703-902-4670

  21. Presenters & Contact Information • John Austin, PhD • Georgetown University • john.austin@thinkdsi.com • 610-717-1000 ext. 162 • Doug Carter, Senior Vice President • Booz Allen Hamilton • carter_douglas@bah.com • 703-377-4570

  22. Optional Slide

  23. Our holistic approach is underway ACCREDITATION CERTIFICATION STANDARDS COMPETENCIES • Formal Program • Testing • Standards • Independent eval • Practical demonstration of skills DEVELOP NEW IC • Tools • Methods • Update TLC • Book Club • Speaker Series • Center of Excellence CONTINUING EDUCATION • 3rd party training (e.g. Appreciative Inquiry, LaMarsh, Kotter) INDUSTRY LEADERSHIP FORM ASSOCIATION PMI PMBOK CHANGES ARTICLES

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