Prosci change management webinar Change Management Job Description The slides, PDF file of the slides, the one page checklist and the contained content are designed for use with participation in the webinar. Reproduction and distribution without permission are prohibited. If you are interested in distributing this information in your organization, please contact Adrienne Boyd at adrienne.boyd@prosci.com webinar@prosci.com or 970-203-9332. 1 6 5 12 10 66% 58% 2000+ 1,600 3500+ 2,500+ 45,000+ 32,000+ About Prosci: Our principles: Research-based Holistic Easy-to-use Prosci by the numbers: Longitudinal studies Years of research Fortune 500 companies Research participants Certified practitioners Registered members About our webinars: Webinar purpose: Educational Thought provoking Challenge the status quo Provide new ideas Tools or downloads referenced in this free webinar are for webinar educational purposes; reproduction or distribution of these tools in your organization will require additional steps on your part. Prosci has a full suite of tools available to help organizations build their own internal competency at managing the people side of change. Our channels: Published products and tools Web-based tools and applications Face-to-face training Online learning opportunities Our target audiences: Change management specialists Project teams and leaders Senior leaders Managers and supervisors Contact: Telephone Support 970-203-9332 Email Support webinar@prosci.com http://www.change-management.com Webinars are presented by Tim Creasey, Prosci Director of Research and Development 2 1
Agenda Foundation Definition of change management Roles in change management Titles Structures Job description Position description Supervision Roles and responsibilities Skills and qualifications Scope and ACMP 3 Definition of change management Change management is: the set of tools, processes, skills and principles for managing the people side of change to achieve the required outcomes of the project or initiative Someone has to apply the tools, processes and principles on particular projects or initiatives 4 2
Roles in change management Change management takes a whole system of gears to be effective The position doing change management works with and through other gears 5 Titles Change Manager Change Mgmt Specialist Change Mgmt Consultant Change Mgmt Analyst Change Mgmt Coordinator Manager, Change Mgmt Organizational Change Mgmt (OCM) Consultant Change Mgmt Lead Others Business analysts Communication specialist Training specialist OD consultant What is your change management title? 6 3
Structure: two dimensions Team structure: How is the change management team/resource related to the project team? Organizational structure: Is there a change management group? Where is it and what does it do? 7 Change management team structures Team structure A Sponsor Other structure 10% Project team CM Team structure B Sponsor Team Structure B 28% Team Structure A 62% Project team CM Change management team structures From Prosci s 2009 benchmarking report 8 4
Advantages of team structures Team structure A: Team structure B: on the team supporting the team Increased project knowledge Part of the team Integrated responsibilities Increased credibility Ease of communication Access to leadership Objectivity Different scopes Et Enterprise approach Different skill sets Status elevation 9 Organizational structure: Change Management Office Where should it live? What should it do? Access to and visibility into change efforts Credibility in the organization Historic or cultural implications Adequate sponsorship Ability to liaise with other project-related groups or functions Own and maintain the methodology Own and maintain the tools Own the curriculum Miti Maintain a community Coach sponsors and managers/supervisors Provide change management resources (people) to specific projects Provide consultative support to change management resources on teams 10 5
Organizational structure: where is the change management group Human Resources (HR) Information Technology (IT) Project Management Office (PMO) Independent office or group Organization Development Group dedicated to Strategy or Transformation Distributed Within the business units and operations Process management or improvement group Internal consulting group Training, learning, leadership development Shared services Other * From Prosci s 2009 best practices report 0% 5% 10% 15% 20% 25% 30% Percent of respondents 11 Organizational structure: where should the change management group be Project Management Office (PMO) Human Resources (HR) Independent office Reporting to highest level in organization Within the business Cross functional, multiple owners Strategy or planning group Organization Development (OD) Other * From Prosci s 2009 best practices report 0% 5% 10% 15% 20% 25% Percent of respondents 12 6
Sections of the job description Position description: Supervision: Roles and responsibilities: Skills and qualifications: Access the complete job description tutorial and reader feedback at: www.change-management.com/tutorial-job-roles-mod5.htm 13 Position description The Change Management Specialist will play a key role in helping gp projects (change initiatives) meet business, schedule and budget objectives. This person will focus on the people side of change including changes to business processes, systems and technology, job roles and organization structures. The primary focus will be creating and implementing change management plans that minimize employee resistance and maximize employee engagement. The Change Management Specialist will work to drive faster adoption, greater ultimate utilization and higher proficiency on the changes impacting employees in the organization such that business results are achieved. 14 7
Position description meet business, schedule and budget objectives Ultimately, it is all about delivering project results Research shows direct correlation between effective change management and: Meeting objectives Finishing on budget Finishing on schedule Makes change management a must have 15 Position description people side of change including changes to business processes, systems and dtechnology, job roles and organization structures Change management supports many different changes Large / Small Technology / Process / People Any change that impacts how people in the organization do their jobs has a change management component 16 8
Position description change management plans that minimize employee resistance and maximize i employee engagement Focus is on the people both the up and down sides Engagement up side mobilize the energy, passion and enthusiasm of employees Resistance down side identifying and overcoming obstacles and objections in a structured manner 17 Position description drive faster adoption, greater ultimate utilization and higher h proficiency i The people side factors that drive project value: How fast do people make the change? (speed of adoption) How many make the change? (ultimate utilization) How well do they make the change? (proficiency) 18 9
Supervision While the Change Management Specialist does not have supervisory responsibility, this person will have to work though many others in the organization to succeed. The Change Management Specialist will act as a coach for senior leaders and executives in helping them fulfill the role of change sponsor. The Change Management Specialist will also support project teams in integrating change management activities into their project plans. Finally, the Change Management Specialist may provide direct support and coaching to front-line managers and supervisors as they help their direct reports through transitions. 19 Supervision work though many others in the organization to succeed Change managers are enablers of the employee-facing roles in change management: Executives and senior leaders Managers and supervisors Difficult but essential perspective 20 10
Supervision coach for senior leaders and executives Senior leaders must fulfill role of sponsor: Active and visible participation Build coalition Communicate directly Change managers provide direction, do the dirty work, make it easy for sponsors to fulfill their role, coach on specific actions and hold sponsors accountable 21 Supervision support project teams in integrating change management activities iti into their project plans Ensure that both the technical and the people side of the change are effectively addressed Top steps to engage project team: work collaboratively and make a compelling case for the need for change management 22 11
Supervision direct support and coaching to front-line managers and supervisors Managers and supervisors are the closest to employees who will be impacted by the change play a crucial role Change managers must support this key group; Enable them to fulfill their 5 roles in times of change Communicator, Advocate, Coach, Liaison, Resistance mgr 23 Roles and responsibilities Use a structured approach to: 1) Understand the situation 2) Craft the right strategy 3) Create actionable plans 24 12
Roles and responsibilities Execute on plans Support the employee-facing roles Measure success Cement the change 25 Skills and qualifications A solid understanding of how people go through a change and the change process; experience with ADKAR is a plus. Experience and knowledge of change management principles and methodologies (example: Prosci certification). Familiarity with project management approaches, tools and phases of the project lifecycle. Exceptional communication skills both written and verbal. Excellent active listening skills. Problem solving and root cause identification skills. Strong analytic and decision making abilities. Able to work effectively at all levels in an organization. Must be a team player and able to work with and through others. Ability to influence others and move toward a common vision or goal. Experience with large-scale organizational change efforts. Change Management Professional (CMP) designation is a plus. Previous change management experience is a plus. 26 13
Sections of the job description Position description: Supervision: Roles and responsibilities: Skills and qualifications: Access the complete job description tutorial and reader feedback at: www.change-management.com/tutorial-job-roles-mod5.htm 27 Prosci s taxonomy for scoping change management Project management Recognizing that a change is needed Solution design and development Solution implementation Benefits realization Change management Recognizing that a change is needed To identify the internal or external stimulus resulting in a need for change Solution design and development To create a solution to improve the performance of the organization based on the recognition that a change is needed Solution implementation To install a solution that meets technical requirements and is adopted and utilized Project management Change management To manage the tasks, resources, budget, time and scope of technical design and implementation To encourage employees to rapidly, completely and proficiently make the required changes to their day-to-day work 28 14
Association of Change Management Professionals (ACMP) Chartered in 2009 Initially supported by Prosci with expectation ti of becoming independent body within five years Financially Logistically Focus of World Café exercise at the 2009 Global Conference Workshops on charter and mission at the 2010 Global Conference 29 Association of Change Management Professionals (ACMP) Why ACMP Provide professional accreditation to change management professionals Enable employers to identify qualified professionals Build a structured environment to facilitate the growth of change management as a professional discipline 30 15
Association of Change Management Professionals (ACMP): Going forward Learn more at: www.acmp.info 31 Summary The change management job has one responsibility: drive successful change and organizational value The role can have many different titles The role can be found in many different locations The first cut at the job description included: Position description Roles and responsibilities Supervision Skills and qualifications The Association of Change Management Professionals (ACMP) is being developed to further the definition, governance and market presence of the Change Management Professional 32 16
Prosci change management offerings Research-based Holistic Easy-to-use Certification 3-day intensive program where you apply the methodology, process and tools to a real project as you learn them. Earn CEUs, PDUs and HRCI credits Open enrollment: offered at locations across the US and around the world by Primary Affiliates At your location: for classes up to 16 participants Awesome - truly one of the most beneficial programs I have ever attended - immediate application on the job! The best training class I have had in years. Goes way beyond the strategy and framework and focuses on real world problems and the tools to solve them. Additional training Onsite programs for: Executives and senior leaders; Managers and supervisors; Front-line employees New: Train-the-Trainer program teaches you how to deliver Prosci s change management programs in your organization Methodology tools Change Management Toolkit: 3-ring binder with CD-ROM complete process and set of assessments, worksheets and templates for creating change management strategy and plans Change Management Pilot Pro: online methodology tool with four-click access to methodology, downloadable templates and assessments, benchmarking excerpts, presentations and numerous elearning modules Best Practices report Best Practices in Change Management (2009 edition): most complete body of knowledge on change management available with benchmarking results and lessons learned from 575 change practitioners learn what works and what doesn t work for managing the people side of change Prosci 2010 www.change-management.com 33 Change management certification "Very easily the best, most educational learning experience in which I have ever participated." - Chris T. Prosci change management public sessions (Tuition: $2100) 3-day certification program in change management Work on an actual change project from your organization Utilize best practices research with more than 2000 companies worldwide Get input from seasoned executive instructors and fellow classmates "Hit the ground running" with your change management plans when you return Earn 2.4 CEUs, 24 PDUs from PMI and 22.75 HRCI recertification credits www.change-management.com/change-management-training.htm Held several times per month at locations across the United States One of the best sessions for business training I have attended. Well structured methodology for immediate impact. - Ken M. Amazing experience - career changing for me. What I learned at Prosci s Change Management Program will allow me to transform my organization. - Shelly Z. Fantastic program to bring together the project management discipline with a change management methodology. - Keith S. Many training sessions only give the theoretical approach, but this one took it to the next necessary step of implementation...this will jump-start the change! - Debra Q. Prosci 2010 www.change-management.com 34 17
Resources for applying the Prosci methodology The following resources were used in the creation of this webinar. If you are looking for more detailed descriptions, checklists and tools, visit www.change-management.com/bookstore.htm for ordering information. Resources for developing change management plan Change Management Toolkit ($349) Change management principles, process, templates and checklists in an easyto-use 3-ring binder with CD-ROM www.change-management.com/change-management-toolkit.htm Change Management Pilot Pro 2010 ($449) Online version of Prosci s methodology and tools Updated content with latest best practices and new assessments www.change-management.com/cm-pilot.htm Prosci 2010 www.change-management.com 35 Portfolio and CM Competency resources In addition to the tools for applying change management on a particular change effort, Prosci has offerings to support organizations who have taken the next step toward managing the portfolio of change and building change management competencies throughout the organization. Change Portfolio Toolkit ($800) A structured approach and set of tools for bringing clarity to the portfolio of change. Use Change Scorecards, the Group Impact Matrix, Change Heat Maps and the Portfolio Dashboard to better understand and manage the portfolio of change in the organization www.change-management.com/portfolio-toolkit.htm ECM Lab ($4000 + $250 per participant for materials) A facilitated design session that helps you and your team create a customized plan for rolling out change management in your organization. Conducted over five live sessions with assignments for lab work in between by your ECM team. www.change-management.com/ecmlab.htm Prosci 2010 www.change-management.com 36 18
Reference and research materials Reference guides Best Practices in Change Management benchmarking report ($249) 2009 benchmarking study, most comprehensive report ever Lessons learned and findings from 575 participants from 65 countries www.change-management.com/best-practices-report.htm Change management: the people side of change ($18.95) Introduction to and foundation in managing the people side of change www.amazon.com and search for change management ADKAR: A model for change in business, government and our community ($18.95) The definitive explanation of the ADKAR model and how it can be applied to create successful change www.change-management.com/adkar-book.htm Prosci 2010 www.change-management.com 37 Resources for supporting others Support for managers and supervisors Change Management Guide for Managers and Supervisors ($189) 3-ring binder with detailed guidelines and exercises to help managers support their employees through the change process www.change-management.com/managers-guide.htm Employee Survival Guide to Change ($14.95) A handbook to help employees survive and thrive during change with frequently asked questions and tools for managing personal transition www.change-management.com/survival-guide.htm Coaches training session (onsite, call for pricing) 1-day program full of exercises to apply coaching principles Executives and senior leaders Executive briefing (onsite, call for pricing) 4 to 6 hour session geared to show senior leaders how they can be successful sponsors of change, including assessments on real changes Prosci 2010 www.change-management.com 38 19
The slides, PDF file of the slides, the one page checklist and the contained content are designed for use with participation in the webinar. Reproduction and distribution without permission are prohibited. If you are interested in distributing this information in your organization, please contact Adrienne Boyd at adrienne.boyd@prosci.com com or 970-203-9332 9332. Prosci 2010 www.change-management.com 39 20