1 Organisational Change Management The only thing that is constant is change in your business, your market, your competitors, and your technology. Remaining competitive and responsive to your customers and their changing needs or growing your business means you will have to introduce change at some point. The change you want to achieve is more likely to succeed if you ensure that your people can and do support the change, both in their attitudes and their abilities. Terra Firma understands people and the importance of their support for your change. We work to get your business on board with new technology, manage the take-up of new organisational directions and strategy, and help embed new products. At the end of the process, your people know what they have to do and how to do it, and will understand the value of the change to the business. How do we do it? At Terra Firma our consultants have broad industry experience including aerospace, government, health, education, financial services and telecommunications. In these industries we have helped organisations support their people through: Relocation of over 500 people to a regional centre Development and implementation of new business operating models Offshore migration of skills and capability Introduction of employee capability frameworks Introduction of enterprise wide systems Development and sale of new products. Our team includes people who have developed change management expertise built upon human resources, learning and development, psychology, and project management.
2 The Terra Firma Organisational Change Management Services include: Change Impact and Planning At a high level and in the detail, knowing where a change alters your organisation helps you manage timing, resources and decision making. We can help you understand who will be impacted, by how much and when so that you can plan deployment and manage transition in a timely and appropriate way. This can be done on a project or program level but also at an enterprise level to help decision making. We can work with the project/program director or sponsor during business case development to scope the kind of change management activity and effort required. Our consultants can also set you up for success by establishing a sound, sustainable stakeholder management framework. Change Readiness When planning a change, it is important to consider the levels of understanding, acceptance and commitment throughout your organisation, as these will be important factors in achieving success. Monitoring and increasing change readiness in an organisation is an effective way to create value, efficiency and resilience. Stakeholder Management Taking a systematic and skilled approach to stakeholder management is a core service offered by Terra Firma. Stakeholder acceptance will support success; resistance could stall the project. We can help you identify who has an interest in your project, what that interest is, how best to communicate with them and how to manage the communications and interactions in a sustainable manner. Facilitation These days it s impossible to create successful change without engaging multiple stakeholders in your business. Sometimes this involves getting your key players in a room and seeking agreement or understanding. We can provide highly experienced facilitators with the skills and expertise to manage the process and the people, so that your workshop will deliver the result you seek. Communications Getting the right information to your impacted stakeholders at the right time seems like a straightforward activity. However, you need to tailor that information according to how the change affects them, what their concerns and needs are, and what communication methods suit them best all within the context of your business strategy. We can help with communications at the most senior levels of your organisation through to employee communications, internal project communications and customer messaging. Training There are so many ways to make sure employees know their way around new systems and processes that it pays to have an expert guide you through the analysis, planning and delivery. We have learning and development experience across a variety of industries and organisations and can make sure your people know what they need to, when they need to.
3 Change Impact and Planning Understanding the potential impacts of planned changes is critical to getting the change right and helps inform planning and management of timing, resources and decision making. When the potential impacts are understood, you can develop solid change plans that directly and indirectly address those impacts. Change planning articulates the timing of other organisational change management activities such as stakeholder analysis, change analysis and communications take place. Then, as changes are made to an organisation, it is useful to know which changes worked, what went wrong if they didn t work, and which changes had the biggest impact or resulted in the biggest improvement. It is also important to try and identify when there is a risk of change saturation, or of one change having a detrimental effect on another. How do we do it? Terra Firma offers your organisation strong change impact and planning skillsets, giving you the benefit of deep experience gained across a range of industries and change types. We can guide your change planning process, helping you turn your understanding of the potential impact of your change into effective actions that will ensure better acceptance by those impacted. Terra Firma can assist in setting up a system to assess the actual impact of your change, by collecting data before, during, and after the change you implement, you can measure, evaluate, and compare your organisation s progress with respect to the goals you have established. By setting up simple measures, rather than spending time developing a complex measurement system we can help you understand who will be impacted, by how much and when so that you can plan deployment and manage transition in a timely and appropriate way. This can be done at an enterprise, program or project level to help decision making..
4 The Terra Firma Change Impact Services include: Change Impact Assessment When proposing change it is critical to analyse the impact of those changes across process, systems, behaviours, organisational structures and behaviours in your organisation. This enables proper and timely planning of action on deployment phasing, training, communication and all transition activity. We can help you gather information to understand what needs to change as a result of your project and what the scope and scale of that impact is. There is a limit to the amount of change an organisation can cope with without causing detrimental impact. By running a series of workshops, surveys and interviews Terra Firma can assist in assessing whether changes are likely to result in change saturation or if a change will have an adverse effect on another change Change Heat Map Terra Firma consultants can prepare a Change Heat Map which provides a visual representation of the degree to which each stakeholder group is likely to be impacted by the change. This information assists in developing a change management strategy and highlights challenges and risks to successful adoption of the change. Change Planning Change Planning determines when organisational change management activities such as stakeholder analysis, change analysis and communications take place, identifies which change strategy is most likely to succeed, and determines the resources, commitment and schedule required to successfully implement the change. Terra Firma can help you develop your strategic plan into actionable initiatives but, equally importantly, can work with your teams in developing and implementing your change plans. We can also guide your organisation in deciding the most appropriate change strategy and approach, and prepare a plan to implement the change. Change Measurement By collecting data before, during, and after the change you implement, you can measure, evaluate, and compare your organisations progress with respect to the goals you have established. Terra Firma can assist in setting up simple measures to help you understand who will be impacted, by how much and when so that you can plan deployment and manage transition in a timely and appropriate way. This can be done at a enterpise, program or project level to help decision making and assist in ensuring expected ROI is achieved.
5 Change Readiness When planning a change, it is important to consider the existing climate within your organisation. Do the right people understand, accept and commit to your change? If you don t understand the climate in which your change will occur, you could find that you will encounter resistance and a lack of engagement. Determining your organisational change readiness can help predict how people will respond to change, how willingly they will take ownership, where resistance to the change can be expected, and what cultural barriers may be faced in implementing the change. This valuable information allows you as an organisation to determine the best strategies and methods for overcoming resistance and fostering ownership for change in the organisation. Change readiness is useful at the beginning of a change program, but also at points in time throughout the change process, to ensure that change readiness initiatives are working effectively. Terra Firma can help you understand who will be impacted by change, to what extent, and when, so that you can plan deployment and manage transition in an effective way. How do we do it? Terra Firma s approach is based on proven methods and best practices, but can be tailored to your needs. We analyse the cultural, structural, people, technology and other aspects of your organisation to ensure we can create appropriate change strategies and evaluate their effectiveness. We can provide our proven tools and methodologies or work with yours.
6 The Terra Firma Change Readiness Services include: Cultural Assessment It is important to assess the culture and environment of an organisation in preparation for change. By undertaking a cultural assessment, we can determine how your organisation has tackled change in the past and how effective it was, what might work best in your specific organisational culture, and whether your systems, processes and tools are well established to support change. For instance, a police force would need to manage change quite differently to a not-forprofit, volunteer-run services organisation. Each culture will respond differently to different approaches. Knowing this allows you to plan your next change from a base of understanding and knowledge rather than assumption. Change Readiness Assessment get people engaged and on-board for change. Ongoing Assessment As a change program progresses, you need to continue to foster change readiness throughout the organisation. This can include assessing the effectiveness of the change activities you ve already undertaken to ensure they have been understood and will be sustained. This also gives you the opportunity to refine or redirect your efforts if necessary. In addition, as change progresses, new people and parts of the organisation may need to be made change-ready. Similarly, as different stages of the change program are reached, different levels of change readiness may be required, and it is important to remain prepared throughout the process. A change readiness assessment is useful for identifying areas of strength and weakness within an organisation relative to the planned change. This can include whether your processes, technology and organisational structures are at a stage of development that will support the change. It is also used to determine who will be impacted by the change and to what extent, and where resistance to change is likely to be encountered. By identifying such factors early in the change process, it is possible to provide direction for change planning and
7 Stakeholder Management Strong stakeholder management is a key ingredient for project success. Whether you are managing a project or a change initiative, how you handle your stakeholders will determine your outcome; nothing can bring activity to a stop faster than a disgruntled, influential stakeholder. However, it can be a complex task to engage stakeholders, draw out their concerns and drivers, and get them to understand and support your change. Planning is critical, as is the ability to reach your stakeholders in the most appropriate way. Understanding what drives them and how your change impacts on their interests is also crucial. How do we do it? Terra Firma understands that managing stakeholder expectations can be challenging. Our consultants have extensive experience managing stakeholders from the most senior levels of your organisation through to your employees and customers. We can help you establish a stakeholder management plan and provide you with the tools to effectively manage your stakeholders. This includes identifying all the relevant stakeholders and categorising them into appropriate priority groups to help you determine when and how to communicate key messages to them. We are also able to guide you on methods of influencing your stakeholders to achieve the outcomes sought.. 03/2003
8 The Terra Firma Stakeholder Management Services include: Stakeholder Identification and Analysis You can only manage stakeholders that you are aware of, so performing a stakeholder identification exercise will ensure that you have considered all the relevant stakeholders potentially affecting your project. Terra Firma can help you perform a comprehensive stakeholder analysis. We then work with you to categorise these stakeholders by assessing their influence on and support of the project. The outcomes of this assessment, including a stakeholder matrix, will help you construct your stakeholder management plan. Stakeholder Management Plan A stakeholder management plan defines the approach that will be used to manage your stakeholders. This strategy will be tailored to your needs and aligned to your organisational structure and culture. Our consultants will help you determine the appropriate timing, method and medium in which to deliver key messages to your stakeholders, understanding their needs and interests in order to achieve the best possible outcome for the project. We understand how to employ positive engagement techniques to build credibility and trust with even the most challenging stakeholders. Terra Firma appreciates that stakeholders with different characteristics need to be engaged in different ways. We adopt innovative stakeholder engagement techniques to address all types of stakeholder needs. 03/2003
9 Facilitation Getting your change over the line will inevitably involve getting key players in a room and seeking agreement or understanding from all of them. Having an experienced facilitator to manage the process provides a huge boost to your ability to achieve your objective by allowing you and your people to focus on what you know best your business. You ll ensure all concerns are heard, stakeholders will feel validated, and you will come away with valuable information and your objectives being achieved. This is a win/win situation for you and your stakeholders. Effective meetings and workshops encourage stakeholders to attend future meetings, because they know you won t waste their time. How do we do it? Terra Firma can help you design and run good meetings and forums for a range of purposes. We can help your business engage and consult with external stakeholders, manage a participatory strategy development process, help collect detailed information about business processes, and much more. With our deep facilitation expertise, we will manage the process and free you up to manage the content, so it s pain free and gets the best out of your people and uses their time effectively. This is particularly important with Agile and iterative methodology becoming more widespread. Our experienced facilitators can also run your other meetings or events, making sure people stay focussed, work collaboratively, that all voices are heard and that outcomes and high quality decisions are achieved. By having an independent and neutral presence in the room, meetings can run more smoothly and your experts can focus on their expertise.
10 The Terra Firma Facilitation Services include: Planning Being clear about the outcomes and outputs required out of a workshop, meeting or event is the first step to success. Terra Firma consultants can work with you and stakeholders to design an agenda and set of meeting tools and techniques that will make it easy for people to work together and achieve outcomes. Running Workshops and Meetings Documenting Outcomes and Agreements It is critical that agreements and outputs are appropriately documented and fit for their audience. Whether for reporting back, progressing a project to the next stage or informing a discussion paper, Terra Firma consultants will make sure the outcomes are communicated in the most appropriate manner. We can advise on the best channels for communication and manage sign off and approvals if required. Terra Firma consultants are experienced in facilitating in a variety of settings for a variety of purposes including information gathering, community consultation, strategic planning, Agile showcases and problem solving sessions. We have trained and experienced facilitators, who ensure that a safe, productive environment is created, and that people behave collaboratively, maintain energy and focus on the task at hand. Being a neutral presence, we can handle conflict and manage the process so all voices are heard and feel valued and your outcome is achieved. As Agile and iterative methodology becomes more widespread, having people in your organisation who can run good meetings and play their part well in workshops will be critical to success. Terra Firma can train and coach your people to be skilful collaborative operators.
11 Communications When you re introducing a change into your business, your messages have to compete with a lot of others. Frontline staff have a constant stream of operational information that requires immediate attention, middle management are tied up in meetings all day, and the key influencers you need on board may not recognise your messages as relevant. When you do have your stakeholders attention, you have to make sure you are communicating the right information at the right time. Strategic context, the what s in it for me element, and an open and honest conversation about impact are all important components of successful change communication, A good communication strategy will structure and track your change communications and enable measurement of its success. Combined with ongoing change readiness assessment, you have a powerful tool for ensuring your change not only succeeds, but is embraced by stakeholders. How do we do it? Terra Firma can help with communications at the most senior levels of your organisation through to employee communications, internal project communications and customer messaging. We will work with you to develop a communications strategy that matches your needs. This will be based on sound stakeholder analysis to ensure communications are targeted and appropriate, with well-defined milestones. Once the strategy is in place, we will help you to define the channels and methods that should be used, and develop the processes that will ensure that the right people are getting the right information when they need it. Our experience across a range of communication methods can help you go beyond traditional media and methods to include things like social media, podcasts and on-line video. We can provide the communication strategy and planning as a standalone exercise, or we can stay on to execute the strategy.
12 The Terra Firma Communications Services include: Communications Strategy and Planning A communications strategy defines the approach that will be used to plan and implement communications across an organisation. We tailor your strategy to your needs and ensure it s aligned to your organisational design and objectives. It will define the different types of communication required, the different stakeholders involved, and the milestones and stages around which communications will need to be based. Channels, methods and processes With a strategy in place, it is important to determine and develop processes and channels appropriate for the way your organisation consumes information. We can also work with you to identify ways to make your message stand out when required, and help you to think beyond traditional methods to the possibilities of emerging channels such as social media and video on demand. Execution and artefact development As well as providing the strategy and planning for your communications requirements, Terra Firma are experts at the delivery and execution of communications. We can develop and produce a broad range of artefacts to support the communications plan, from technical to non-technical, printed to web-based, and everything in between. We have extensive experience in developing and producing artefacts for all stakeholder levels, including stakeholder communications packs and progress updates through to employee communications, user manuals and instructional communication.
13 Training Knowledge and learning are vital to the development and success of an organisation, especially throughout periods of change. Investing in quality training and development is an investment in efficient, effective people and processes. There are many ways to ensure employees know their way around new systems and processes, so it pays to have an expert to guide you through the analysis, planning and delivery to determine the right ones for your objectives. With expert help, you ll be able to deliver tailored and targeted training for multiple audiences and locations that meets all the learning and development needs of your organisation. How do we do it? Terra Firma consultants have extensive facilitation, learning and development experience across a variety of industries and organisations, in a range of methodological environments including waterfall and Agile. Whether you would like us to act as a trusted partner to help you select a specialist training vendor and manage the training process, or to develop and deliver tailored training, we can ensure that your people get the knowledge and learning that they require. Terra Firma s Change Management professionals can engage with stakeholders at all levels to conduct training and learning needs analyses, develop a tailored training strategy and detailed training plans, and decide which training tools and templates that are required. We can also help facilitate and deliver training through a variety of means, then confirm that the training process has been successful by measuring and evaluating training effectiveness.
14 The Terra Firma Training Services include: Training Analysis and Development Terra Firma can conduct gap analyses and training needs analyses to determine training requirements, and work with you to develop training strategies and plans to suit the targeted audiences. We can develop tailored and specific training materials and work with you on course and instructor development. Training Provider Selection and Management Increasingly, online training providers are able to deliver bespoke solutions. Terra Firma change management consultants can help develop tender processes, documentation and ongoing vendor management. Training Implementation and Delivery A managed training rollout across your organisation will ensure the right people are receiving the right form of training, when they need it. Training can be delivered via a range of methods, including face-toface/facilitator-led training, train the trainer, coaching and mentoring, interactive workshops, online learning, podcast delivery and distance or self-paced learning. Training Evaluation It is important to ensure that any training is successful in transferring the required knowledge and understanding to the target audience. We can evaluate training effectiveness through various metrics, reviews, surveys and analyses.
Change Manager Master Level Competency Model The Change Manager Master competency model sets an independent industry benchmark for SENIOR level change management practitioners. The model was launched in
Tech deficit June 2014 Executive Summary Breaking into new markets, meeting customer requirements and increasing profitability are key objectives for all companies. Efficient and adaptable technology is
What you need to know about PMOs By Bahar Banyahmad 2009 Overview With PMOs becoming more pervasive in large and medium enterprises, this whitepaper explores different PMO models and functions. It explores
Appendix 10 Blaby District Council Housing Stock Transfer CHANGE MANAGEMENT PLAN 1 Change Management Plan Introduction As part of the decision making process to pursue transfer, the Blaby District Council
MODULE 10 CHANGE MANAGEMENT AND COMMUNICATION PART OF A MODULAR TRAINING RESOURCE Commonwealth of Australia 2015. With the exception of the Commonwealth Coat of Arms and where otherwise noted all material
Afro Ant Conversation Change Management Return on Investment 3 April 2014 Overview This report documents the information gathered at the Afro Ant Conversation held on the 3 rd of April 2014 on the topic
Chapter 1: Health & Safety Management Systems (SMS) Leadership and Organisational Safety Culture 3 29 Safety Matters! A Guide to Health & Safety at Work Chapter outline Leadership and Organisational Safety
OPTIMUS SBR CHOICE TOOLS. PRECISION AIM. BOLD ATTITUDE. Optimizing Results with Business Intelligence Governance This paper investigates the importance of establishing a robust Business Intelligence (BI)
VISION FOR LEARNING AND DEVELOPMENT As a Council we will strive for excellence in our approach to developing our employees. We will: Value our employees and their impact on Cardiff Council s ability to
JOB TITLE NAME UNIT REPORTS TO JOB FAMILY Organizational Development Specialist Vacant Human Relations Sherry Peters - Director, Human Relations Specialist Professional Phase 2 (SP2), ASPA Bargaining Unit
Data Sheet Cisco Optimization s Optimize Your Solution using Cisco Expertise and Leading Practices Optimizing Your Business Architecture Today, enabling business innovation and agility is about being able
Role Description Director, Customer Experience Classification/Grade/Band Band 1 Senior Executive Work Level Standards ANZSCO Code PCAT Code Date of Approval Work Contribution Stream: Service/Operational
Intranet Consulting Is your intranet truly essential to your organization? Does it transform the way people work? Can you prove ROI? Do you want to introduce an internal social network? Are you thinking
Managing & Enabling Managing & Enabling Experienced people, processes and methodologies that can guide you through change are critical to your business success SMS has partnered with Prosci to change enable
Transforming managers into change leaders A guide to helping your managers lead change in your organisation Create change leaders Changes. Plural This guide is all about equipping your managers with the
Organisational Change Management Fusing People, Process and Technology www.h3partners.co.uk 3 OUR CREDENTIALS At H3 Partners, our mission is to provide clients with improved systems and processes to meet
THOUGHT LEADERSHIP WHITE PAPER In partnership with Portfolio Management 101: Moving from Just Project Management to True PPM A lot of organizations claim that they carry out project & portfolio management
rethinking business series rapid strategy deployment Strategy;n,1:aplanofactiondesignedtoachievealong-termoroverallaim Deploy; n, 2: bring into effective action The key isn t just having a strategy, it
Building Change Capability We make it happen. Better. White Paper Build A Change Management Office 9 Steps to Make Your Change Efforts Stick May 2014 Better Change Management Developing a Change Management
Role and Skill Descriptions For An ITIL Implementation Project The following skill traits were identified as fairly typical of those needed to execute many of the key activities identified: Customer Relationship
White Paper Change Management: Driving the Long-Term Success of Your Workforce Management Solution How Do You Measure the Success of a Technology Project? When your organization embarks on a technology
POSITION DESCRIPTION Position Title Manager, Technical Services Support Position Number Reports to Manager Technology Services Functional Auth HRM Auth Region IT Services Centre Head Office Date Feb 2011
CRM Expert Advisor White Paper 3 Keys to Preparing for CRM Success: Avoid the Pitfalls and Follow Best Practices Ten years ago, when CRM was nascent in the market, companies believed the technology alone
WHEN INDIVIDUALS SUCCEED ORGANIZATIONS WIN THE WORKPLACE IS CHANGING There s a new dynamic in employee and employer relationships. Employees want to learn and grow throughout their entire careers. They
The integrated leadership system ILS support tools Leadership pathway: Individual profile Executive Level 1 profile Shapes strategic thinking Achieves results Cultivates productive working relationships
Risk Analysis toolkit MMU has a corporate Risk Management framework that describes the standard for risk management within the university. However projects are different from business as usual activities,
DEVELOP A PIPELINE OF SUCCESSFUL LEADERS AT ALL LEVELS. INDIVIDUAL DEVELOPMENT Results That Matter Sustained Impact for You, Your Business and the World. What matters most to you? How individuals thrive,
Making R&D Easier HMRC s plan for small business R&D tax relief October 2015 Contents 1 Introduction 4 2 Awareness 6 3 Design 8 4 Understanding 10 5 Administration 12 6 Next steps 14 2 Foreword Research
The positive are intended for use as a guide only and are not exhaustive. Not ALL will be applicable to ALL roles within a grade and in some cases may be appropriate to a Attribute 1: COMMUNICATION Level
ISO 9001 It s in the detail Your implementation guide ISO 9001 - Quality Management Background ISO 9001 is the world s most popular quality management system standard and is all about keeping customers
Project Services Many organisations struggle with inconsistent or poor project management performance across their business. Sometimes the failure to deliver on time and on budget (or at all!) is simply
What Really Matters in B2B Selling Leveraging customer trust as a competitive advantage What is the deciding factor in sales opportunities where the customer perceives the alternative solutions and pricing
2013 Developing Policies, Protocols and Procedures using Kotter s 8 step Change Management Model Marion Foster Scottish Practice Management Development Network [Pick the date] IMPLEMENTING CHANGE POWERFULLY
02 THE WAY FORWARD GUIDE TO IMPLEMENTING A DIVERSITY & INCLUSION STRATEGY Achieving the benefits of a diverse workforce requires a strategy that meshes with the organisation s overarching strategic objectives.
How to achieve a successful 360-Degree Appraisal Valerie Heritage Specialists in Employee Engagement Solutions incorporating 360 degree feedback http://www.communicationchallenge.co.uk How to achieve a
Role profile Basic information Job title Department Location Reports to (Job Title) Matrix manager if applicable (Job Title) Direct reports (Number or Not applicable) Overall people management responsibility
An Introduction to SharePoint Governance A Guide to Enabling Effective Collaboration within the Workplace Christopher Woodill Vice President, Solutions and Strategy email@example.com 416-477-3945
Change Management Office Benefits and Structure Author Melanie Franklin Director Agile Change Management Limited Contents Introduction 3 The Purpose of a Change Management Office 3 The Authority of a Change
Guidance: Roles, Responsibilities & Structures in Successful Public Social Partnerships A guidance document to support appropriate allocation of roles and responsibilities within Public Social Partnerships
Statement of Confidentiality This document contains information that is proprietary and confidential to Tata Consultancy Services Limited, which shall not be disclosed outside Department of Post, transmitted,
Are waterfall and agile project management techniques mutually exclusive? by Eve Mitchell, PwC 22 MARCH 2012 www.pmtoday.co.uk Projects need to be managed to be successful Change is a ubiquitous feature
Taking the first step to agile digital services Digital Delivered. Now for Tomorrow. 0207 602 6000 firstname.lastname@example.org @CACI_Cloud 2 1. Background & Summary The Government s Digital by Default agenda has
Establishing and Maturing a Business Analysis Centre of Excellence The Essential Guide An ESI International White Paper +61 02 8999 9162 www.esi-intl.com.au Table of Contents Abstract...3 Introduction:
2 South Australia Connected Introduction Government is in the connections business. Everything we do ultimately comes down to better connecting the people of South Australia with the things they want and
2015 ERP GUIDE 14 TRUTHS: How To Prepare For, Select, Implement And Optimize Your ERP Solution Some ERP implementations can be described as transformational, company-changing events. Others are big disappointments
CHANGE MANAGEMENT PRINCIPLES AND PRACTICES IN ORGANISATION Dr. Mane Vijay Annaso Associate Professor in Commerce Mahatma Phule Mahavidyalaya Pimpri, Pune-17, India. email@example.com ABSTRACT:
Guideline to purchase a CRM Solution esphere Whitepaper Content list Introduction... 3 Challenges... 3 Overview... 4 Define Your CRM Requirements and Business Objectives and start gather information...
The Journey Starts Now Inspiring Business Excellence Thought Leaders - Educators - Coaches - Mentors Lean On Us Practical experience Willing to get their hands dirty This is how clients describe Oliver
Internal Marketing from a Marketing Manager s perspective Date: 28 April 2011 By: To: Assignment: Angela Shaw Student ID 01105264 Penny Robson Massey University Part 1 Individual Assignment Written Report
Change Manager Foundation Level Competency Model The Change Manager Foundation competency model sets an independent industry benchmark for ENTRY LEVEL change management practitioners. This competency model
Change Management in an IT Methodology Context The Experience of TEDO (Technology Enterprise Delivery Office) December 2012 Speakers: Lydia Galanti (firstname.lastname@example.org) Iphigénie Ndiaye (email@example.com)
City and County of Swansea Human Resources & Workforce Strategy 2013-2017 Ambition is Critical 1 Delivering quality services for a safer, greener, smarter, fairer, healthier, richer Swansea Executive Summary
Introduction An integrated PKM methodology enables organizations to maximize their investments by ensuring initiatives are on time and within budget, while sharing project challenges and successes that
Training Products Portfolio Supporting learning, development and change Training and Consultancy Chapel House are a UK based, accredited, professional training and consultancy organisation with programmes,
Behaviourally Based Questions Index 1 HOW TO WRITE BEHAVIOURALLY BASED QUESTIONS Page 2 2 SAMPLE BEHAVIOURAL QUESTIONS Page 3 3 SAMPLE BEHAVIOURALLY BASED QUESTIONS FROM RIGHT JOB, RIGHT PERSON! CAPABILITY
Understanding Agile Project Management Author Melanie Franklin Director Agile Change Management Limited Overview This is the transcript of a webinar I recently delivered to explain in simple terms what
How to Structure Your First BPM Project to Avoid Disaster Table of Contents Table of Contents...2 Introduction...3 Pick The Right Process and Avoid the Wrong Ones...4 Field the Right Team and Include a
Using Organizational Change Management Principles to Create a Scalable OCM Methodology Cynthia Onstott John Spurrell May 16, 2016 2 Today s Learning Objectives How to develop a new Organizational Change
. Lean Six Sigma for Insurance Program Overview Insurance Industry Lean Six Sigma Experts Lean Six Sigma Specialists Lean Six Sigma Champions Executive Lean Six Sigma Sponsor What Is It? Specialized Lean
TEN TIPS FOR A SUCCESSFUL INFOR IMPLEMENTATION Copyright 2015 Panorama Consulting Solutions. All Rights Reserved. 720.515.1377 Panorama- Consulting.com Successfully implementing an Infor ERP system involves
Saskatoon North Partnership for Growth (P4G) Draft Communications and Engagement Strategy Introduction This Communications and Engagement Strategy (Strategy) sets the communications and engagement framework
Critical Steps to Help Small and Mid-Sized Businesses Ensure CRM Success Table of Contents Abstract............................................ 3 CRM Drivers and Benefits............................. 4
MICROSOFT DYNAMICS NAV TRAINING Get the best out of Microsoft Dynamics NAV with training from Tisski. Ensure the successful use of your Enterprise Resource Planning solution and exceed your objectives.
Getting Started in Information Quality By Kathy Hunter, Client Services Director, Kynetika Ltd. Is the Time Right? Timing really is the key to success. You are aware of information quality problems but,
Hybrid: The Next Generation Cloud Interviews Among CIOs of the Fortune 1000 and Inc. 5000 IT Solutions Survey Wakefield Research 2 EXECUTIVE SUMMARY: Hybrid The Next Generation Cloud M ost Chief Information
BENEFITS REALIZATION ENSURES CHANGE DELIVERS GREATER BUSINESS VALUE Focusing on the delivery of value-adding benefits is an excellent way to achieve greater ROI from change. Benefits & Value Management
IMCPM04 Project Scheduling and Cost Control Course Outline January 2012 Project Scheduling and Cost Control Course Aim Project Scheduling and Cost Control is a five-day (5 day) course which provides participants
January 2016 Communications Manager: Information for Candidates Thank you for expressing interest in the role of Communications Manager. We have compiled this information pack to tell you more about The
January 2016 Brand and Campaigns Executive: Information for Candidates Thank you for expressing interest in the role of Brand and Campaigns Executive. We have compiled this information pack to tell you
Recommended Roadmap for Shared Inspection Management Solutions This roadmap outlines the phases of activities required in order to plan, design and implement a shared inspection management solution. While
Agenda Item: 68/13L Trust Board - 26 September 2013 Organisational Development Programme: How We Sustain Our Approach to Improvements 2013-2016 Presented by: Louise Gaffney, Director of Strategy & Infrastructure
Core Competencies for Strategic Leaders In the BC Public Service Brought to you by the BC Public Service Agency 1 Contents Core Competencies for All Strategic Leaders... 2 Core Competency Definitions...
Joint Workshop hosted by TEEB for Business Coalition, Natural Capital Declaration and Defra Developing the UK roadmap for business accounting for nature Helen Dunn, Senior Economic Adviser, Defra 10 th
Web Intelligence Content Management TOGETHER System WE CAN Embracing CHANGE as a Competitive Advantage October 2011 V1 Intelligence TOGETHER WE CAN Agile Business Transformation Embracing CHANGE as a Competitive
CHANGE MANAGEMENT This tool kit has been designed to help you plan and implement change. It will help you to think about how best to approach change, the key considerations and managing potential barriers
Discussion Paper: Management Skills in the Manufacturing Sector Qualifications development and learner supports Prepared for: The Department of Education and Early Childhood Development November 2013 Contents
ISCRR Response to McKeon Review Terms of Reference 8 & 10 This submission will provide a case study of the Institute of Safety Compensation and Recovery Research (ISCRR), an innovative, collaborative research