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ATD 2015 International
Conference & Exposition
SU308 - Reliable Results: Strategies for Managing Change for
Talent Success...
2 ©2014 Deltek, Inc. All Rights Reserved
Topics
1: Change – What is it, Why Should I Care?
2: Why is Change so Difficult?
3: The 7 Strategies
4: The Lottery
5: Q&A...
What is Change?
change noun
1. An act or process through which something becomes
different.
2. A transformation or transit...
Why Should We Worry About Change?
6/9/2016 5
In Dollars and Cents
6/9/2016 6
* Project Management Institute | 2014 Pulse of the Profession Report
PMI estimates that or...
Your Talent Solutions ≠ Your Results
6/9/2016 7
• Results are what matter
– Talent solutions are simply
enablers
• People ...
A Picture is Worth 1000 Words…
6/9/2016 8
 Only 20-25% join in
 30% work against us
 The rest wait and see
Why is Change so Difficult?
6/9/2016 9
“Everyone thinks of
changing the world, but
no one thinks of
changing himself.”
- Leo Tolstoy
6/9/2016 10
The Phases of Change
6/9/2016 11
Three Levels Matter
6/9/2016 12
Type
TypeTypeType
Type
Type
People
Process Organization
People are usually the central foc...
7 Strategies for Change Success
1. Share the vision
2. Understand the impacts
3. Let them own it
4. Help them understand i...
Share the Vision
6/9/2016 14
A clear and unambiguous “definition of done”An explanation of why change is imperativeAn expl...
Communication is Key
6/9/2016 15
Perspective Matters
6/9/2016 16
 Before you knew the change was
coming or needed
 In the earliest day of the change…
whe...
Remember: Telling ain’t Transitioning…
…and Chattin’ ain’t Change
6/9/2016 17
Understand the Impacts
6/9/2016 18
Impact Analysis
Impact
Level
(2)
L-M-H + -
Structur
e
4.1
Job /
Task
4.2
Skills
4.3
Culture
New
Behavio
rs
4.4
Policies
4....
Let Them Own It.
6/9/2016 20
Change is Choice
6/9/2016 21
Belief into Action
Actions
Personal
Experience
Beliefs
Organizational
Experience
6/9/2016 22
Monkey See…
6/9/2016 23
Help Them Understand It.
6/9/2016 24
Competence = ConfidenceWhat They Don’t Know…WILL Hurt You!
Surface the Issues
6/9/2016 25
Dealing with Conflict – The Roles in Change
6/9/2016 26
1. Get there and help immediately
2. Get on City Hall to enlist Fe...
Install Lifelines
6/9/2016 27
• Centers of excellence
• Program champions
• Experts, coaches, mentors,
peer advisors
• Hel...
Measure, Measure, Measure
6/9/2016 28
Time to pick the winner!
• Deltek’s OCM for Dummies
• Change Toolkit
• FAST Methodology
6/9/2016 30
MasonHolloway@Deltek.com
Questions
6/9/2016 31
MasonHolloway@Deltek.com
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SU308- Reliable Results - Strategies for Managing Change for Talent Success

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SU308- Reliable Results - Strategies for Managing Change for Talent Success

  1. 1. ATD 2015 International Conference & Exposition SU308 - Reliable Results: Strategies for Managing Change for Talent Success Mason Holloway masonholloway@Deltek.com @masonholloway
  2. 2. 2 ©2014 Deltek, Inc. All Rights Reserved
  3. 3. Topics 1: Change – What is it, Why Should I Care? 2: Why is Change so Difficult? 3: The 7 Strategies 4: The Lottery 5: Q&A and Closing 6/9/2016 ©2014 Deltek, Inc. All Rights Reserved 3
  4. 4. What is Change? change noun 1. An act or process through which something becomes different. 2. A transformation or transition from one state, condition, or phase to another. 4
  5. 5. Why Should We Worry About Change? 6/9/2016 5
  6. 6. In Dollars and Cents 6/9/2016 6 * Project Management Institute | 2014 Pulse of the Profession Report PMI estimates that organizations lose 15% of every dollar spent on strategic initiatives through failure to effectively manage the change.
  7. 7. Your Talent Solutions ≠ Your Results 6/9/2016 7 • Results are what matter – Talent solutions are simply enablers • People will make or break it
  8. 8. A Picture is Worth 1000 Words… 6/9/2016 8  Only 20-25% join in  30% work against us  The rest wait and see
  9. 9. Why is Change so Difficult? 6/9/2016 9
  10. 10. “Everyone thinks of changing the world, but no one thinks of changing himself.” - Leo Tolstoy 6/9/2016 10
  11. 11. The Phases of Change 6/9/2016 11
  12. 12. Three Levels Matter 6/9/2016 12 Type TypeTypeType Type Type People Process Organization People are usually the central focus. But all three need to be addressed equally for your talent program to succeed.
  13. 13. 7 Strategies for Change Success 1. Share the vision 2. Understand the impacts 3. Let them own it 4. Help them understand it 5. Surface the Issues 6. Install lifelines 7. Measure, measure, measure 6/9/2016 13
  14. 14. Share the Vision 6/9/2016 14 A clear and unambiguous “definition of done”An explanation of why change is imperativeAn explanation of the compelling benefitsAn acknowledgement of the fearsThe timing and the speed
  15. 15. Communication is Key 6/9/2016 15
  16. 16. Perspective Matters 6/9/2016 16  Before you knew the change was coming or needed  In the earliest day of the change… when you are beginning to feel the effects of the change.  After the change is half-way complete…  After the change is complete… when you are looking back on the path you have followed.
  17. 17. Remember: Telling ain’t Transitioning… …and Chattin’ ain’t Change 6/9/2016 17
  18. 18. Understand the Impacts 6/9/2016 18
  19. 19. Impact Analysis Impact Level (2) L-M-H + - Structur e 4.1 Job / Task 4.2 Skills 4.3 Culture New Behavio rs 4.4 Policies 4.5 Criticality 1- Not Critical 2 - Moderately Critical 3 - Very Critical Difficulty 1- Not Difficult 2 - Moderately Difficult 3 - Very Difficult Capability 1- Very Capable 2 - Moderately Capable 3 - Not Capable M > A A > A M > M A > M NEW Training Impact Organization Impact (4) Change Impact (3) Technology Impact (Change in the use) M: Manual A: Automatic (5) Functional/Operation Area Details, Impacts, and Key BenefitsProcess/Task Impacted Audience (1) 6/9/2016 19 Purpose Approach The Impact Analysis identifies the organizational, process and individual level changes that the program will inflict. Each impact is then evaluated against level, impact, specific change criteria, knowledge needs and policies, etc... • Analyze results of design decisions with key performers and stakeholders • Work with project stakeholders to identify subject matter experts for identified processes and activities • Capture and maintain detailed plans
  20. 20. Let Them Own It. 6/9/2016 20
  21. 21. Change is Choice 6/9/2016 21
  22. 22. Belief into Action Actions Personal Experience Beliefs Organizational Experience 6/9/2016 22
  23. 23. Monkey See… 6/9/2016 23
  24. 24. Help Them Understand It. 6/9/2016 24 Competence = ConfidenceWhat They Don’t Know…WILL Hurt You!
  25. 25. Surface the Issues 6/9/2016 25
  26. 26. Dealing with Conflict – The Roles in Change 6/9/2016 26 1. Get there and help immediately 2. Get on City Hall to enlist Federal support. Engage the systems 3. Get people together to plan and take action 4. Raise our voices and publicly protest to leadership until they declare a disaster
  27. 27. Install Lifelines 6/9/2016 27 • Centers of excellence • Program champions • Experts, coaches, mentors, peer advisors • Help desk • Knowledge base
  28. 28. Measure, Measure, Measure 6/9/2016 28
  29. 29. Time to pick the winner!
  30. 30. • Deltek’s OCM for Dummies • Change Toolkit • FAST Methodology 6/9/2016 30 MasonHolloway@Deltek.com
  31. 31. Questions 6/9/2016 31 MasonHolloway@Deltek.com

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