WORKSHOP People Change Management Strategy

Transcription

1 WORKSHOP People Change Management Strategy You will create the People Change Management Strategy document in this workshop to help you answer the ques;on: How much People Change Management is needed for my project? Presented by Thorsten Manthey 1

2 WORKSHOP You need Laptop A Project (your own project) Document templates (provided by presenter) 2

3 WORKSHOP APPROACH People Change Management Strategy Overview Topic IntroducEon Short Introduc;on of the area to be covered (six in total) Present templates and available ar;facts that can be used for this sec;on Working Session Use template material and ar;facts provided Modify / Add project specific data in the template There is not enough ;me to complete all the informa;on! 3

4 Introduc;on of People Change Management PEOPLE PROCESS - TECHNOLOGY Why a three legged stool (People, Process & Technology) cannot stand with only two legs. TECHNOLOGY PEOPLE Your Project! PROCESS 4

5 Introduc;on of People Change Management WHY PEOPLE CHANG MANAGEMENT Increase Probability of Project Success! Manage employee Resistance to change Improve Speed of AdopEon (how quick) Increase UElizaEon (how many) Op;mize Proficiency (how well) Research from the Best Prac/ces in Change Management 2014 Edi/on Prosci Benchmarking Report 5

6 Introduc;on of People Change Management PROCES & TECHNOLOGY IS NOT ENOUGH Perfectly Designed Process + Perfectly Designed Technology If PEOPLE are not following the new process or not using the new tool very lible is changing! => Project Goal/Benefits/ROI is NOT realized 6

7 People Change Management Strategy Overview STRUCTURED APPROACH Phase 1 Preparing for Change The first phase of the Change Management process is aimed at gedng ready. It answers the ques;on: How much change management is needed for this specific program/project?" The first phase provides the situa;onal awareness that is cri;cal for effec;ve change management From Prosci Inc. Change Management Process 7

8 People Change Management Strategy Overview PEOPLE CHANGE MANAGEMENT STRATEGY 1. Change CharacterisEcs Assessment - What is the scope of the change (Group, department, division or whole company), # of impacted people - What type of change is it (policy, process, technology, organiza;on, staffing, merger, acquisi;on etc.) - What is the amount of change (incremental improvements vs. drama;c reengineering) - What is the Timeframe of the change and the different project phases 2. OrganizaEonal AYributes Assessment - What is the value system and culture? What is the leadership style and power distribu;on? - Capacity for change, is the organiza;on saturated for change or open for change? - Residual effects past changes? - Middle management posi;on (advocates, own agenda, unpredictable or sabotage the change) 3. Proposed sponsorship model, project team and steering commiyee - Single sponsor, leadership team, steering commiyee, execu;ve sponsor, project sponsor - Project team, program manager, execu;ve steering commibee, opera;onal commibee 4. Proposed change management team - Structure and size of the team (full ;me vs. part ;me, repor;ng structures) 5. Risk assessment of the change - High risk, low risk, change resistance, large disrup;ve change 6. RecommendaEons for special tacecs - Special tacecs for special circumstances, key iden;fied groups requiring special aben;on 8

9 People Change Management Strategy Overview PEOPLE CHANGE MANAGEMENT DEPENDENCE ON PROJECT SUCCESS Project Benefit RealizaEon ROI 100% 75% 50% 25% 0% What is your Project/Program? People Change Management Strategy answers: How much People Change Management is needed for my project? Technical driven project Embraced Adopted Used Designed Developed Delivered Limited People Change Management dependency Large People Change Management dependency People are required to change the way they are working (e.g. new process) People driven project Embraced Adopted Used Designed Developed Delivered 9

10 TEMPLATE DOCUMENTATION Use Template provided: TEMPLATE People Change Management Strategy.pptx Ø Edit and Update directly in the document Each sec;on has helpful informa;on you can update or use as thought triggers when documen;ng the details specific for your project. 10

11 1. CHANGE CHARACTERISTICS ASSESMENT a. What is the Scope of the change/project? Group, department, division or whole company Number of impacted people? b. What Type of change is it? Policy, process, technology, organiza;on, job roles, staffing Merger, acquisi;on, downsizing etc. c. What is the Amount of change? Incremental improvements Drama;c reengineering d. What is the Timeframe of the change/project? Start and end of the different project phases TEMPLATE Slide

12 2. ORGANIZATIONAL ATTRIBUTES ASSESMENT a. What is the Value System and Culture? What is the leadership style and power distribu;on? b. What is the Capacity for change? Is the organiza;on saturated for change or open for change? c. What are the Residual effects past changes? Were past changes successful or failures? TEMPLATE Slide d. What is the posi;on of Middle Management? Are they advocates, have their own agenda, unpredictable or sabotage the change? 12

13 3. SPONSORSHIP MODEL, PROJECT TEAM & STEERING COMMITTEE a. What is the Sponsor Model for the project? Single sponsor, mul;ple sponsors, Execu;ve sponsor, level of sponsorship b. Who are the members of the Leadership Team? Business leaders, IT leaders, level of seniority etc. c. Structure and members of the Steering CommiYee and Project Team? Team Structure Opera;onal commibee vs. steering commibee Program Manager vs. Project Managers TEMPLATE Slide

14 4. PEOPLE CHANGE MANAGEMENT TEAM a. What is the Structure and Size of the People Change Management team? Full ;me vs. part ;me resources Shared resources Repor;ng structure within the project TEMPLATE Slide 31 14

15 5. RISK ASSESSMENT a. What is the Assessed Risk of the project/change? High risk vs. Low risk Change resistant organiza;on Large disrup;ve change Cultural barrier Other differences Etc. TEMPLATE Slide

16 6. RECOMMENDED SPECIAL TACTICS a. What are some of the Recommended Special TacEcs for the project/change? Special circumstances Resistance (e.g. from middle managers) Key iden;fied groups requiring special aben;on TEMPLATE Slide 34 16

17 NEXT STEPS Ø Complete People Change Management Strategy document Ø Review with program/project/change team Ø Review with Leadership / Sponsor Ø Present to Steering Commibee OBJECTIVE: Obtain People Change Management Commitment for phase 2 & 3 (Managing Change & Reinforce Change) which could be funding and resources. We are not doing this for the sake of People Change Management but for increasing the probability for a successful project! 17

18 Ques;ons? Thorsten Manthey Cell: (617)