Champion Responsibilities

1. Champion Responsibilities

2. Champion Responsibilities: Change Management Project Selection Project Tracking Communication Recognition

3. Change Management

4. The Pain of Change “The hardest part of reengineering is living through change.“ Michael Hammer Renowned Author Man, that was tough!!

5. The Transition Moving from “the present” into the “future….. • Problem Solving • Root Cause • Empowered Teams • Process • Prediction • Prevention • Stretch Goals • Breakthrough • Customer Focus • Symptoms • Reaction • Fire Fighting • Intuition • Hierarchal • Internal Focus • Product • Realistic • Incremental

6. People’s Responses to Change Change will occur through your people… here is what to expect from them. Active supportive of change Committing help move the ball Resisting fight the change Passive quiet, unwilling to support visibly

7. Potential Behaviors Passive/Resisting Behavior • Hard to read their position • Follow directives well/hide in bushes • Quietly committed to old goals and procedures • Believe that no one cares what they think or do Active/Resisting Behavior • Believe they are “saving” the organization from serious mistakes • Vocal about their resistance to changes • Nay-say even minor details of the change • Cleverly insert obstacles to a smooth transition

8. Potential Behaviors Passive/Committed Behavior • Believe the way to get along is to go along • Deny resistance they may have to the changes • Pretend it is “business as usual” and tend to stay task focused • Pretend/believe everything is just fine Active/Committed Behavior • Easily verbalize their issues and concerns • Seek new tasks and responsibilities • Represent the changes in a positive manner • Create plans and actions to meet new goals

9. Effective Approach to Leading Change: Leading Change • Establish a Sense of Urgency • Create a Support Network • Develop & Communicate the Vision • Address Resistance • Empower Employees • Communicate the Wins

10. Urgency 1. Establish a Sense of Urgency • A compelling Business Case must be made that this is the right time to make change • Need must be greater than resistance • Status quo can NOT remain acceptable • Ways to create urgency: • Set “stretch” goals that force change • Increase visibility of unhappy customers and poor financial performance • Allow a crisis to happen • Communicate reality

11. Support 2. Create a Support Network • Myth: You can demand change. • Reality: You need change to become infectious. • Find supporters, build supporters and allow them to help make it part of the community • Give the supporters visibility and the resources to continue to “spread the word”

12. Communicate 3. Develop and Communicate the Vision • Clearly describe the objectives and the timeline • Communicate the behaviors, processes and practices that will be needed • Be focused yet flexible • Develop communication strategies for every position level and situation • Over-communication is rarely achieved

13. Find Resistance 4. Address Resistance • Assess readiness and where each person is in the change cycle • Link change back to the business interest and each person’s personal interest • Involve any resistors • Pick up clues as to the form resistance is taking • Seek to have discussions with any people not on board, find resistance • Define training needs tools to address their concerns

14. Empower 5. Empower Employees • Respect the opinion of resistors • Respect the person • Maintain their self-esteem • Remove doubt, fear and misunderstandings • Authorize people to make mistakes • Build and maintain involvement • Establish clear goals • Offer training • Provide clear performance feedback • Recognize effort and contribution

15. Announce Wins 6. Communicate the Wins • Select one or more projects to yield tangible, quick results • Give visibility to the success through company project reviews & link results to corporate objectives • Reward & recognize the project team • Spread enthusiasm for the accomplishments!