Managing People through Change Pamela Yates Business Consultant Xacta Group
Agenda <ul><li>Managing change </li></ul><ul><ul><li>A programme  </li></ul></ul><ul><ul><li>A manager </li></ul></ul><ul>...
Managing Change Change Event Driving Forces Restraining Forces Today The  New World
Managing  a change programme <ul><li>Drivers for Change </li></ul><ul><li>Strategy </li></ul><ul><li>Communications </li><...
The Drivers for Change <ul><li>Customer expectations  </li></ul><ul><li>Technology </li></ul><ul><li>Competition </li></ul...
Strategies for Change <ul><li>Urgency / Pressure </li></ul><ul><li>Organisational climate </li></ul><ul><li>Culture </li><...
Focus of Change <ul><li>Technology </li></ul><ul><li>Performance Management </li></ul><ul><li>Skills Development </li></ul...
Communications <ul><li>H elp people make the link between the strategic direction and the expected changes </li></ul><ul><...
Training <ul><li>Knowledge </li></ul><ul><ul><li>What do I need to know? </li></ul></ul><ul><li>Skill </li></ul><ul><ul><l...
Rewards & Recognition <ul><li>Reward leaders / enthusiasts / early adopters </li></ul><ul><li>Acknowledge new behaviours <...
Measurement & Reporting <ul><li>Identify measures of success </li></ul><ul><li>Align business, team, and individual measur...
Organisational Alignment <ul><li>Does the organisational model support the change required? </li></ul><ul><ul><li>Identify...
Support <ul><li>Before the change </li></ul><ul><ul><li>Identify and manage issues </li></ul></ul><ul><li>During the chang...
Anchoring the change <ul><li>Key Measures </li></ul><ul><ul><li>Benefits / Results </li></ul></ul><ul><ul><li>Usage / Part...
Managing a team <ul><li>Communicate </li></ul><ul><ul><li>Key messages </li></ul></ul><ul><ul><li>Beware of mixed messages...
Moving through change <ul><li>Aware of the need to change </li></ul><ul><ul><li>Worry, uncertainty, doubt, cynicism </li><...
Critical Success Factors <ul><li>Need or urgency or vision </li></ul><ul><li>Executive support </li></ul><ul><li>Communica...
Successful Change Projects <ul><li>Internal focus to customer focus </li></ul><ul><ul><li>Strong executive support </li></...
Conclusion <ul><li>It is never easy!! </li></ul><ul><li>Two steps forward, one step back </li></ul><ul><li>Keep the big pi...
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Managing Change

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Managing Change

  1. 1. Managing People through Change Pamela Yates Business Consultant Xacta Group
  2. 2. Agenda <ul><li>Managing change </li></ul><ul><ul><li>A programme </li></ul></ul><ul><ul><li>A manager </li></ul></ul><ul><ul><li>An individual </li></ul></ul><ul><li>Critical success factors </li></ul><ul><li>Successful change projects </li></ul><ul><li>Other areas ?? </li></ul>
  3. 3. Managing Change Change Event Driving Forces Restraining Forces Today The New World
  4. 4. Managing a change programme <ul><li>Drivers for Change </li></ul><ul><li>Strategy </li></ul><ul><li>Communications </li></ul><ul><li>Reward & Recognition </li></ul><ul><li>Training </li></ul><ul><li>Measurement & Reporting </li></ul><ul><li>Organisational realignment </li></ul><ul><li>Support </li></ul><ul><li>Anchoring the change </li></ul>
  5. 5. The Drivers for Change <ul><li>Customer expectations </li></ul><ul><li>Technology </li></ul><ul><li>Competition </li></ul><ul><li>Legislation </li></ul><ul><li>Economy </li></ul>Where are you now? Where do you want to be?
  6. 6. Strategies for Change <ul><li>Urgency / Pressure </li></ul><ul><li>Organisational climate </li></ul><ul><li>Culture </li></ul><ul><li>Management style </li></ul>Consult Collaborate Tell Sell Participation Time
  7. 7. Focus of Change <ul><li>Technology </li></ul><ul><li>Performance Management </li></ul><ul><li>Skills Development </li></ul><ul><li>Organisational Realignment </li></ul><ul><li>New customers / products / services </li></ul>
  8. 8. Communications <ul><li>H elp people make the link between the strategic direction and the expected changes </li></ul><ul><li>Take time to communicate </li></ul><ul><ul><li>Assertion vs Involvement </li></ul></ul><ul><li>Understand the audience </li></ul><ul><ul><li>What’s in it for me? </li></ul></ul><ul><ul><li>Who will I listen to? </li></ul></ul><ul><ul><li>What are the messages? </li></ul></ul><ul><li>Communicate, listen, communicate, listen, communicate, listen </li></ul>
  9. 9. Training <ul><li>Knowledge </li></ul><ul><ul><li>What do I need to know? </li></ul></ul><ul><li>Skill </li></ul><ul><ul><li>What do I need to do? </li></ul></ul><ul><li>Attitude </li></ul><ul><ul><li>How do I feel? </li></ul></ul><ul><li>Analyse, Design, Develop, Test, Deliver </li></ul><ul><li>Link with performance competencies </li></ul><ul><li>Ongoing / induction training </li></ul>
  10. 10. Rewards & Recognition <ul><li>Reward leaders / enthusiasts / early adopters </li></ul><ul><li>Acknowledge new behaviours </li></ul><ul><li>Recognise early wins </li></ul><ul><li>Motivate through the peaks and valleys of change </li></ul><ul><li>Develop “war stories” and success stories </li></ul>
  11. 11. Measurement & Reporting <ul><li>Identify measures of success </li></ul><ul><li>Align business, team, and individual measurement systems </li></ul><ul><li>Focus management reporting </li></ul><ul><li>Review performance measures </li></ul>
  12. 12. Organisational Alignment <ul><li>Does the organisational model support the change required? </li></ul><ul><ul><li>Identify organisational issues </li></ul></ul><ul><ul><li>Review processes </li></ul></ul><ul><ul><ul><li>Process improvement vs reengineering </li></ul></ul></ul><ul><ul><li>Review information flows </li></ul></ul><ul><ul><li>Review roles and responsibilities </li></ul></ul>
  13. 13. Support <ul><li>Before the change </li></ul><ul><ul><li>Identify and manage issues </li></ul></ul><ul><li>During the change </li></ul><ul><ul><li>Hand-holding </li></ul></ul><ul><li>After the change </li></ul><ul><ul><li>Help Desk in place </li></ul></ul>
  14. 14. Anchoring the change <ul><li>Key Measures </li></ul><ul><ul><li>Benefits / Results </li></ul></ul><ul><ul><li>Usage / Participation </li></ul></ul><ul><li>Management Reporting </li></ul><ul><ul><li>Senior Management participation </li></ul></ul><ul><ul><li>Front-line exposure </li></ul></ul><ul><li>Performance Management </li></ul><ul><ul><li>Competencies </li></ul></ul><ul><ul><li>Job Descriptions </li></ul></ul><ul><ul><li>Reward and recognition </li></ul></ul>
  15. 15. Managing a team <ul><li>Communicate </li></ul><ul><ul><li>Key messages </li></ul></ul><ul><ul><li>Beware of mixed messages </li></ul></ul><ul><ul><li>Each opportunity </li></ul></ul><ul><li>Identify and eliminate obstacles </li></ul><ul><ul><li>Understand objections </li></ul></ul><ul><ul><li>Understand performance expectations </li></ul></ul><ul><ul><li>Don’t let comments slide </li></ul></ul><ul><ul><li>Take action </li></ul></ul><ul><li>Demonstrate your commitment </li></ul><ul><ul><li>Be visible and unwavering </li></ul></ul>
  16. 16. Moving through change <ul><li>Aware of the need to change </li></ul><ul><ul><li>Worry, uncertainty, doubt, cynicism </li></ul></ul><ul><li>Participate in the change </li></ul><ul><ul><li>Enthusiast, supporter, blocker, ignorer </li></ul></ul><ul><li>Knowledge of how to change </li></ul><ul><ul><li>Participator, influencer, skeptic </li></ul></ul><ul><li>Able to implement the change </li></ul><ul><ul><li>Skilled, knowledgeable, supported </li></ul></ul><ul><li>Transitioned to the new world </li></ul><ul><ul><li>Imbedded, transparent </li></ul></ul><ul><li>“ The way we do things round here” </li></ul>
  17. 17. Critical Success Factors <ul><li>Need or urgency or vision </li></ul><ul><li>Executive support </li></ul><ul><li>Communication </li></ul><ul><li>Systematic planning </li></ul><ul><li>Short term wins </li></ul><ul><li>Long term anchors </li></ul>
  18. 18. Successful Change Projects <ul><li>Internal focus to customer focus </li></ul><ul><ul><li>Strong executive support </li></ul></ul><ul><ul><li>Vision and plans communicated </li></ul></ul><ul><ul><li>Enthusiasm and management support </li></ul></ul><ul><li>Employee responsibility & accountability </li></ul><ul><ul><li>Sense of urgency </li></ul></ul><ul><ul><li>Committed sponsor </li></ul></ul><ul><ul><li>Strong consultative environment </li></ul></ul><ul><li>Business unit closure </li></ul><ul><ul><li>Sense of urgency </li></ul></ul><ul><ul><li>Detailed planning </li></ul></ul><ul><ul><li>Co-ordinated team </li></ul></ul>
  19. 19. Conclusion <ul><li>It is never easy!! </li></ul><ul><li>Two steps forward, one step back </li></ul><ul><li>Keep the big picture in mind </li></ul><ul><li>Persistence / Focus / Stamina </li></ul>

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