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Managing Change in the Coast Guard and other complex organizations
Managing Change in the Coast Guard and other complex organizations
Managing Change in the Coast Guard and other complex organizations
Managing Change in the Coast Guard and other complex organizations
Managing Change in the Coast Guard and other complex organizations
Managing Change in the Coast Guard and other complex organizations
Managing Change in the Coast Guard and other complex organizations
Managing Change in the Coast Guard and other complex organizations
Managing Change in the Coast Guard and other complex organizations
Managing Change in the Coast Guard and other complex organizations
Managing Change in the Coast Guard and other complex organizations
Managing Change in the Coast Guard and other complex organizations
Managing Change in the Coast Guard and other complex organizations
Managing Change in the Coast Guard and other complex organizations
Managing Change in the Coast Guard and other complex organizations
Managing Change in the Coast Guard and other complex organizations
Managing Change in the Coast Guard and other complex organizations
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Managing Change in the Coast Guard and other complex organizations

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  • 1.  
  • 2. Project management steps
  • 3. Change management steps
  • 4. “ Normal” integration
  • 5. Integration on a good day
  • 6. What we ought to do …
  • 7. Organizational change management <ul><li>Research-based </li></ul><ul><li>Holistic </li></ul><ul><li>Easy-to-apply </li></ul><ul><li>Scalable </li></ul><ul><li>With assessments, tools, templates, checklists and guidelines to implement immediately </li></ul>
  • 8. Phase 1 – Preparing for change <ul><li>Understanding the nature of the change </li></ul><ul><li>Understanding the groups being changed </li></ul><ul><li>Creating the right sponsor model </li></ul><ul><li>Identifying risks </li></ul><ul><li>Developing special tactics </li></ul>
  • 9. Phase 2 – Managing change <ul><li>Communication plan </li></ul><ul><li>Sponsor roadmap </li></ul><ul><li>Training plan </li></ul><ul><li>Coaching plan </li></ul><ul><li>Resistance mgmt plan </li></ul>
  • 10. Phase 3 – Reinforcing change <ul><li>Compliance audit reports and employee feedback </li></ul><ul><li>Corrective action plans </li></ul><ul><li>After action review </li></ul><ul><li>Transition mgmt </li></ul>
  • 11.  
  • 12. Sizing the change Assessing the organization Creating a change management strategy Sizing the change Assessing the organization Creating a change management strategy Assessing team competencies Preparing the change management team Acquiring resources Assessing team competencies Preparing the change management team Acquiring resources Assessing sponsor competencies Developing sponsor models and enabling sponsors Identifying sponsors and stakeholders Assessing sponsor competencies Developing sponsor models and enabling sponsors Identifying sponsors and stakeholders Outputs: Sizing the change profile Organizational attributes profile Change management strategy guidelines Change management team structure Sponsor structure and responsibilities Phase 1 – Preparing for change Define your change management strategy Prepare your change management team Develop your sponsorship model Develop change management plans Take action and implement plans Phase 2 – Managing change Collect and analyze feedback Diagnose gaps and manage resistance Implement corrective actions and celebrate successes Phase 3 – Reinforcing change
  • 13. Outputs: Communications plan Coaching plan Training plan Resistance management plan Sponsor roadmap Project team activities Master schedule Phase 2 – Managing change Phase 1 – Preparing for change Define your change management strategy Prepare your change management team Develop your sponsorship model Develop change management plans Take action and implement plans Collect and analyze feedback Diagnose gaps and manage resistance Implement corrective actions and celebrate successes Phase 3 – Reinforcing change Awareness Desire Knowledge Ability Reinforcement Desired outcomes Customized activity design Change characteristics Organizational attributes
  • 14. Listening to employees and gathering feedback Auditing compliance with new processes, systems and roles Analyzing change management effectiveness Listening to employees and gathering feedback Auditing compliance with new processes, systems and roles Analyzing change management effectiveness Developing corrective action plans Enabling sponsors and coaches to manage resistance Identifying root causes and pockets of resistance Developing corrective action plans Enabling sponsors and coaches to manage resistance Identifying root causes and pockets of resistance Celebrating early successes and reinforcing the change Conducting “After action reviews” and transferring ownership Implementing corrective action Celebrating early successes and reinforcing the change Conducting “After action reviews” and transferring ownership Implementing corrective action Phase 3 – Reinforcing change Phase 2 – Managing change Phase 1 – Preparing for change Define your change management strategy Prepare your change management team Develop your sponsorship model Develop change management plans Take action and implement plans Collect and analyze feedback Diagnose gaps and manage resistance Implement corrective actions and celebrate successes
  • 15. { { { Awareness Desire Knowledge Ability Reinforcement Customized activity design Change characteristics Organizational attributes competencies Sizing the change Assessing the organization Creating a change management strategy Sizing the change Assessing the organization Creating a change management strategy Assessing team competencies Preparing the change management team Acquiring resources Assessing team competencies Preparing the change management team Acquiring resources Assessing sponsor competencies Developing sponsor models and enabling sponsors Identifying sponsors and stakeholders Assessing sponsor Developing sponsor models and enabling sponsors Identifying sponsors and stakeholders Phase 1 – Preparing for change Define your change management strategy Prepare your change management team Develop your sponsorship model Develop change management plans Take action and implement plans Phase 2 – Managing change Collect and analyze feedback Diagnose gaps and manage resistance Implement corrective actions and celebrate successes Phase 3 – Reinforcing change Listening to employees and gathering feedback Auditing compliance with new processes, systems and roles Analyzing change management effectiveness Listening to employees and gathering feedback Auditing compliance with new processes, systems and roles Analyzing change management effectiveness Developing corrective action plans Enabling sponsors and coaches to manage resistance Identifying root causes and pockets of resistance Developing corrective action plans Enabling sponsors and coaches to manage resistance Identifying root causes and pockets of resistance Celebrating early successes and reinforcing the change Conducting “After action reviews” and transferring ownership Implementing corrective action Celebrating early successes and reinforcing the change Conducting “After action reviews” and transferring ownership Implementing corrective action
  • 16. Templates Complete change management plan Change management strategy outline Change management strategy presentation Communications plan template Communication planning spreadsheet Communications key messages Communications key messages: executives Communications key messages: middle mgrs Communications key messages: employees Sponsorship roadmap template Sponsor planning and start-up checklist Sponsor design checklist Sponsor implementation checklist Coaching plan template Coaching training template Group coaching agenda Individual coaching plan Resistance management plan template Employee feedback presentation Corrective action plan template Prosci Change Management Manager Business process change map Change management activity map ADKAR activity by employee Employee Roadmap Professional development plan Assessments and worksheets Change characteristics worksheet Change characteristics profile assessment Organizational attributes worksheet Organizational attributes profile assessment Employee readiness assessment: organization Employee readiness assessment: desire Team member competency assessment Sponsor competency worksheet Sponsor assessment table Resistance assessment worksheet Training needs assessment ADKAR Personal Worksheet ADKAR Business Worksheet Presentations An Overview of Change Management The ADKAR model Change Management Best Practices Principles and Concepts of Change Management Change Management for Coaches and Supervisors Tools, worksheets, checklists
  • 17. Prosci Change Management Maturity Model™ People-dependent without any formal practices or plans Many different tactics used inconsistently Examples of best practices evident Selection of common approach Continuous process improvement in place Highest rate of project failure, turnover and productivity loss Little or no change management applied Adhoc or Absent Level 1 Some elements of change management are being applied in isolated projects Isolated Projects Level 2 Comprehensive approach for managing change is being applied in multiple projects Multiple Projects Level 3 Organization-wide standards and methods are broadly deployed for managing and leading change Organizational Standards Level 4 Highest profitability and responsiveness Change management competency is evident in all levels of the organization and is part of the organization’s intellectual property and competitive edge Organizational Competency Level 5

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