Adpro s Prosci Change Management Coaching Program for Managers and Supervisors

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1 Adpro s Prosci Change Management Coaching Program for Managers and Supervisors Introduction Managers & supervisors play a key role in managing the people side of change. However, they often lack an awareness of the importance of their role in the change process. Prosci s Best Practices in change management research emphasizes the need for managers and supervisors to play an active role during change. It suggests that a successful transformation requires managers and supervisors to perform 5 key roles. These include the role of a: Communicator Advocate Coach Resistance manager and Liaison Interestingly however, research also notes that far from being actively involved managers and supervisors are the group most likely to be resistant to change! Adpro s Prosci Change Management Coaching Program enables organizations to directly involve the managers and supervisors in the change process by - building an awareness of their roles & responsibilities, and creating an accountability for managing the people side of change AdPro is a learning and development company that specializes in building a change management competency within organizations. AdPro is the only North American primary affiliate of Prosci, a US based research firm, internationally acclaimed for its change management process, tools, and best practices research. The underlying research spans 8 longitudinal studies over 16 years, involving more than 3,400 organizations, across 63 countries. Heralded as best- of- the- best by end- user organizations, the Prosci methodology is being adopted by Fortune 500 companies, health care providers and government departments/ agencies around the world. - 1-

2 Program Overview Prosci s Change Management Coaching Program is an intense 8- hour session that builds an understanding of the role and responsibilities of managers & supervisors as coaches. Offered as a client on- site program, it provides a high level view of Prosci s change management process and fosters their commitment and alignment to the need for change management. The program is designed for managers and supervisors that are leading teams that are impacted by change. The program enables the managers & supervisors to go beyond training and communication efforts, a default recourse typically undertaken by organizations during change; to adopt a more holistic approach that includes hands- on coaching & effective resistance management. The program addresses mental blocks held by managers & supervisors that change management as too time- consuming and not their real job, by drawing upon best practices research that connect change management to achieving better business results faster. During the program, the participants utilize: Prosci s Change Management Process Best Practices in Change Management Report (2014), and the ADKAR Model Participants apply several tools and assessments to real change projects and create a customized coaching plan for their direct reports. Program Outcomes The program enables the managers and the supervisors to - Build an overall understanding of Prosci s Change Management Process Develop clarity and depth on their role as coaches Utilize best practices research based knowledge on effective coaching and managing resistance Gain an expertise in applying the ADKAR Model, a valuable tool for understanding and managing change Recognize the role of sponsors and how best to leverage sponsor support Apply various Prosci tools and assessments for managing change Learn to position their change projects for success - 2-

3 Program Outline & Topics The program includes instructor- led facilitation of various topics and numerous breakout sessions that provide a hands- on, interactive experience with the various tools and assessments. The broad categories of topics covered include: Understanding the Process for Managing Change o Breakout session: Discussion of the various organizational changes Uncovering the Concepts of Change Management o Breakout session: Organizational attributes and change readiness assessments Examining Best Practices in Change Management Report (2014) o Breakout session: Discussion of findings and group presentations The ADKAR Model o Breakout: ADKAR assessment Examining Manager & Supervisor Roles: Communicator, Advocate, Coach, Liaison, and Resistance Manager o Breakout session: Discussion of the communications package compiled with the project team(s) o Breakout session: Analysis of employee data; development of group and individual coaching plans for managing change Understanding Resistance Management o Breakout session: Understanding resistance 10- Steps for Managing Resistance o Breakout: Next steps and action plans The program requires participants to conduct pre- work and post- work. Both pre- work and post- work are critical to ensuring the success of the program. - 3-

4 About Prosci s Change Management Process Prosci s Change Management Process is a planned, systematic approach designed to take the organization through three distinct phases preparing for change, managing change and reinforcing change. Prosci s Change Management Process is based on best practices research from over 3,400 companies worldwide that lends huge credibility and supports to its change management methodology. It has been heralded as the best- of- the- best by end- user organizations that find the methodology to be: Comprehensive as it addresses the change at all levels within the organization, from the top executives to the front- line employees. Proactive- as it prepares the organization to anticipate resistance before it arises and assess gaps in ability. Simple- as it is easy to apply within the organization. The variety of tools, assessments, templates, checklists provide the user with 1) a step- by- step approach through the process 2) a framework for evaluating progress. Integrative- as it is designed to integrate with Project Management. Customized- as it allows the organization to scale their change management effort according to the size and complexity of the change. About ADKAR Model The ADKAR model is a valuable tool for understanding and managing change at an individual level. The model suggests that, establishing the five key building blocks of change - Awareness, Desire, Knowledge, Ability and Reinforcement, can bring about successful change. When these five building blocks are present, change happens. The model provides the foundation for building change at the organizational level. The ADKAR model is a versatile tool that can be used as: A planning tool that ensures that the five key elements have been built into the change management plans. A coaching tool that enables managers and supervisors to focus on the elements to be built with their employees during various stages of change. An assessment tool that promotes conversations when engaged on one- on- one basis, or used as a survey to zero- in on the barriers to change, identify gaps and inform action. - 4-

5 Why Partner with AdPro Change Systems Inc.? AdPro Change Systems Inc. is a learning and development organization that specializes in building a change management competency within organizations. We have carved out a niche as a change management specialist and serve as a one- stop training and services provider for client organizations. AdPro is the only North American primary affiliate of Prosci, a US based research firm that is well known internationally for its best practices based change management methodology, tools and research. The Adpro team consists of seasoned executives and highly qualified members who bring with them years of industry experience, expertise, passion, talent and energy. Adpro s founder, Kirk Sievert, is a former long- standing Prosci Executive Instructor and member of the Prosci research team. After years of helping to architect Prosci programs and deliver them internationally, Kirk launched Adpro to partner with organizations in building change management competency internally. Our commitment to high quality instruction and facilitation backed with our guarantee for satisfaction has allowed us to become a leading choice among organizations. Some of our clients include: Oil & Gas Companies Hospitals High Tech Companies Federal Government Departments Mining Companies Gas and Electrical Utilities Non- Profit Organizations Manufacturing Organizations Municipal Governments Engineering Firms Banks Provincial Governments ehealth Organizations Professional Associations Management Consultants Agriculture & Farming Organizations Insurance Companies The Nuclear Industry Universities Defense Organizations Our comprehensive set of training programs and services are designed to cater to not only current but foreseeable organizational change management needs. Some of our other Prosci Change Management Programs include: o 3- day Change Management Certification Program for CM professionals o 4-6 hour Change Management Sponsor Program for Executives o Half- day Change Management Orientation for Employees - 5-

6 Our advisory services include hands- on coaching sessions that aim to deepen change management expertise within the organization. We offer: Customized sessions to advise and facilitate certified members of the CM team to build a robust strategy and create change management plans for their change project Customized Change Portfolio Management sessions to build a competency around prioritizing, managing and control of multiple change initiatives Customized sessions for deploying Enterprise Change Management to develop an organization- wide internal change management competency Program Requirements 1. Participant Pre- work The participants are required to: Read the first nine chapters of the book ADKAR : A Model for Change in Business, Government and our Community Familiarize themselves with the larger changes currently underway in their organization and complete the worksheets in the Manager`s kit Have their reports complete assessments on a current change that they are experiencing 2. Sponsor Invitation & Kickoff Participants have the best experience with this program when they are aware of the need for change management in their business, understand why they have been invited and have a strong desire to participate. This awareness and desire is most strongly influenced by a senior leader who acts in the role of 'sponsor', sends the program invitations and provides and opening kick off. This helps to set the expectations for the program and explain why it is important for the participant to attend. 3. Logistics Clients are asked to provide classroom space and A/V equipment. Requirements include one main classroom to be set up in a horseshoe shape - 6-

7 or in team tables, depending on total numbers. A/V equipment includes two easels and easel pads, one PC projection unit and one screen. Success Factors for the Program The following factors contribute to the success of the client on- site programs: 1. Pre- work: Participants must receive communications to emphasize and understand the importance of the pre- work required and how their preparedness and participation will impact the success of the program. 2. No Observers: Participants find it difficult to open up and tackle tough issues in the presence of their senior leaders. It is important that senior leaders kick off the session and then take their leave. This has been found to positively affect learning and provide an environment conducive for candid conversations to take place. 3. Audience Profile: To ensure program success and maximum benefit to the organization it is important that the participants are at the right level of management. The program is designed for managers and supervisors who have direct reports that are impacted by the change. 4. Consistency of Level: All attendees should be at a similar level in the organization. 5. Client Contact: The primary contact for the program is the individual that coordinates with AdPro on all logistics necessary for the preparation and implementation of the program. This client contact will be referred to as the coordinator and he or she must ensure that the coordinator s checklist is complete. The overall accessibility, responsiveness and actions taken by the coordinator are critical for the success of the program. 6. Managing Expectations: Participants react better to the program when they know what to expect, especially in terms of location, schedule, course times and any special activities for which they must prepare. 7. Environment: Many elements contribute to an effective environment for the program including overall classroom size, breakout rooms, activity areas, room temperature, food and the overall surroundings. Each of these can either contribute to or detract from a successful program. - 7-

8 Cancellation Policy In order for AdPro to prepare adequately for the program, book an instructor and make travel arrangements, we ask that the program date(s) be finalized 45 calendar days prior to the program. Any changes made between 45 days and 30 calendar days will be subject to a $1,000 administration fee and a payment for pre- arranged travel and lodging costs that have been incurred (with exception to those travel arrangements that are refundable or when lodging can be cancelled without payment). Changes made between 30 days and 15 days prior to the program will be charged for non- refundable travel cost plus 50% of the program costs. Changes within 14 days to the start of the program will be billed for the entire program costs, travel, lodging and shipping costs (only product costs less applicable shipping charges, are refundable). For more information on the certification program or any other AdPro programs or our advisory service, please contact us at: Toll Free info@adpro.ca