Change Management for HR CHANGING THE WAY HR LEADS

Transcription

1 Change Management for HR CHANGING THE WAY HR LEADS

2 Presented by Michelle Detry, President, Keystone International, Inc Ed Mason, EMNR & Associates

3 Goals for Presentation Position HR leaders as organizational change facilitators. Develop a case for utilizing Change Management tools in all organizations (small and large) for both localized and organizationwide changes. Introduce Change Management concepts.

4 Your Experiences With Change How often are you or someone from HR included in change initiatives from beginning to end? Successes and failures?

5 What is Change Management? Change Management concepts specifically deal with people side of change. Change Management is a systematic way to work with leaders, departments, managers, and employees to implement new policies and system change in their organizations. Change Management tools help organizations to track employees willingness or resistance to change. Change Management techniques can be utilized to work with single departments, multiple areas or organization-wide to implement collaborative ventures.

6 Why HR Needs to be a Change Leader 70% of most major change initiatives fail for organizations. Research by Prosci Inc., a change management research consulting firm, identified that in large organizations, HR and IT offices are where most change management personnel are located. HR offices are ideal places to house Change Management offices or lead change initiatives because they work across organizations. HR has the pulse and is the eyes and ears of an organization. HR can monitor the subtle positive and negative impacts of change. Almost all changes have some HR related impact.

7 The Basics of Change Management Working with leaders, the change champion or sponsor. Planning activities. Developing comprehensive plans for supervisors. Creating avenues to get employees involved and participating. Tracking change adoption and areas of resistance. Reinforcement after the change or policies have been implemented to ensure success.

8 Advantages to Both Small and Large Organizations?

9 The Benefits for You When HR is a Change Leader More access to the C-suite (large organizations). Build alliances with ownership (small organizations). A way to differentiate yourself and your HR department. A way to increase organizational success and reduce liability. Involvement in decision making from the beginning stages.

10 Change Management Approaches John Kotter, Leading Change (1996) Hiatt and Creasey, Change Management (2003) Hiatt, ADKAR (2006) Hagel and Brown, Power of Pull (2010) Maurer, Beyond the Wall of Resistance: Why 70% of all Changes Still Fail (2010) 10

11 Kotter s 8 Steps to Transforming Organizations Establishing a Sense of Urgency 2. Forming a Powerful Guiding Coalition 3. Creating a Vision 4. Communicating the Vision 5. Empowering Others to Act on the Vision 6. Planning for and Creating Short-Term Wins 7. Consolidating Improvements and Producing Still More Change 8. Institutionalizing New Approaches Source: "Leading Change: Why Transformation Efforts Fail by John Kotter, in Harvard Business Review March-April 1995

12 Change Management Perspectives Individual perspective: Understanding how one person makes a change successfully. Organizational perspective: The tools that project teams and managers have to support the people side of change. 12

13 The Five Building Blocks of Successful Change 13 Prosci ADKAR Model Awareness Awareness of the need for change Desire Desire to participate and support the change Knowledge Ability Knowledge on how to change Ability to implement required skills and behaviors 2012 Prosci and Bill Cigliano Reinforcement Reinforcement to sustain the change ADKAR and Awareness Desire Knowledge Ability Reinforcement are a registered trademarks of Prosci, Inc. All rights reserved.

14 14 Prosci PCT TM Model Prosci All Rights Reserved. PCT is a trademark of Prosci Inc. Used with permission.

15 Change Management is NOT Project Management Current state Focus: Technical side of moving from current state to future state Project management Transition state Future state 15 Process: Initiation Planning Executing Monitoring/ controlling Closing Tools: Statement of work Project charter Business case Work breakdown structure Budget estimations Resource allocation Schedule Tracking Change management Focus: People side of moving from current state to future state Process: Organizational: Preparing for change Managing change Reinforcing change Individual: ADKAR Tools: Individual change model Readiness assessment Communication plans Sponsorship roadmaps Coaching plans Training plans Resistance management Reinforcement Prosci All Rights Reserved. ADKAR and ADKAR terms are registered trademarks of Prosci Inc. Used with permission.

16 Integration of Project Management & Change Management 16 Project management Solu:on is designed, developed and delivered effec:vely (Technical side) Current state Transition state Future state + Solu:on is embraced, adopted and u:lized effec:vely (People side) Change management = Success Project management and change management have a joint value proposition oriented toward business results.

17 What are Advantages for HR using CM Working with leaders. Learning what new policies/procedures/processes will be implemented in your organization. Having the opportunity to participate early in the planning process. Being able to track resistance to change. Work with employees that are resistant to change. Helping organization succeed in implementing change. Develop rationale for the importance of making needed changes for organizations.

18 Strategies for Selling Senior Leadership on Change Management Recent failed change initiatives. Examples of successes in other organizations, especially your competitors. Training and certification in change management you, your HR staff, other influential people in the organization. Assistance from external experts to describe change management tools and benefits. Utilized consultant to develop a pilot program.

19 Anticipated Obstacles

20 Advantages to small and large organizations

21 Benefits for Utilizing Change Management Provides a systematic way to overcome the 70% failure rate for implementing change in organizations. Systematic strategy to keep leadership involved in the policies and systems change implemented at their command. Monitors progress and intervention needed. Provides benchmarks for monitoring progress.

22 Resources Prosci: Association of Change Management Professionals: Change Management Network (LinkedIn): Change Management without Migraines: 22