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1. Business Change Control
Process and Plan
Your Company Name

2. 2
Agenda
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Change Management Model
3
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Assess for Change
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Plan for Change
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Sustaining the Change
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Implement the Change
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Prepare for Change
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Success

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Continuous Improvement
4
People
Process
Change
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Forces for Change
5
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Knowledge Economy
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Mergers & Acquisitions
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Virtual Organization
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Electronic Commerce
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Digital Convergence
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Privatizations
Forces for
CHANGE

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Barriers to Change
6
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Project Charter too Narrow
Technology Users not Involved
Inadequate Team and Users not Involved
Lack of Cross-Functional Team
Unrealistic Expectations
Lack of Executive Champion
Lack of Exective Commitment
Limitations of Existing Systems
Resistance to Change

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Rate of Success in Change Efforts
7
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33%
27%
9% 4%
27%
Moderately
Successful
Not Very
Successful
Very
Successful
Too Soon
to Tell
Unsure

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Principles of Change
8
Senders and Receivers
Resistance and Comfort
Authority for Change
Value Systems
Incremental Vs. Radical Change
The Right Answer is not Enough
Change is a Process
Principles
of
CHANGE

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Change Management Strategy
9
Visible Change
Leadership
Smart Engagement
& Communication
Strong Individual
Performance
Supportive
Organization & Culture
Meaningful Change
Measurement
Shared
Change
Purpose

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Activities Contributing to Change Management
10
Effective
Change
Management
Creating Vision of Change
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Developing Political Support
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Managing the Transition of Change
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Sustaining Momentum
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Motivating Change
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Activities Contributing to Change Management
11
Effective
Change
Management
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Motivating
Change
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Sustaining
Momentum
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Creating Vision
of Change
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Managing the
Transition of Change
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Developing
Political Support

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Activities Contributing to Change Management
12
Effective
Change
Management
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Motivating Change
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Creating Vision of Change
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Developing Political Support
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Managing the Transition of Change
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Sustaining Momentum

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Motivating Change
13
Sensitize organization to
pressure for change
Convey credible positive
expectation for the change
Reveal discrepancies between
current and desired states
Motivating
Change and
Creating
Readiness for
Change

14. Review the values
that are central to
the change.
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Captures what you
“see” as the future of
your organization.
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Create a strategy
to execute that
vision.
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Ensure team
know the
vision.
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Vision of
Change
Practice your
“vision speech”
often.
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14

15. 15
Review the values
that are central to
the change
Captures what you
“see” as the future of
your organization
Create a strategy
to execute that
vision.
Practice your
“vision speech”
often.
Ensure team
know the
vision.
VISION OF
CHANGE

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Develop Political Change
16
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Assessing Change
Agent Power
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Identifying Key
Stakeholders
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Influencing
Stakeholders
Developing
Political
Support
$

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Develop Political Change
17
Identifying Key
Stakeholders
Influencing
Stakeholders
$
Assessing Change
Agent Power
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Develop Political Change
18
Assessing Change
Agent Power
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Influencing
Stakeholders
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Identifying Key
Stakeholders
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$
Developing
Political
Support

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Roles in Organizational Change
19
Change
Target
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Change
Agents
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Roles in
Organizational
Change
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Change
Sponsor

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Influence Key Stakeholders
20
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YES
NO
NO
YES
How does
the change
really them?
What is their
likely
response to
the change?
What would
make them less
supportive of
the change?
What would
make them
more
supportive of
the change?

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Change Management Team and Roles
21
• Coordinate overall
change program
• Develop clear
change strategies
for change
• Responsible and
accountable for
overall success
• Develop individual
and team change
capability
• Corporate
management
• Key project
accountability and
ownership
• Report to CEO on
project
outcomes/success
• Provide clear
communication to
all key
stakeholders on
change related
issues
• Develop 2-way
communication
channels to foster
ongoing
organizational
change
• Provide expert
HR advice on
personal
transitions and
support
• Provide change
office & project
based HR
infrastructure
Head Head
Organizational
Development
Human
Resources Role
Communication
Role

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Change Management Team and Roles
22
Performance
Management Role
• Provide expert HR advice on personal transitions and
support
• Provide change office & project based HR infrastructure
Process
Co-ordination Role
• Provide clear communication to all key stakeholders on
change related issues
• Develop 2-way communication channels to foster
ongoing organizational change
Leadership
Advisory Role
• Coordinate overall change program
• Develop clear change strategies for change
• Responsible and accountable for overall success
• Develop individual and team change capability
Project
Leaders
• Corporate management
• Key project accountability and ownership
• Report to CEO on project outcomes/success

23. 23
Coffee Break
Time
10:15 To10:30

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Critical Skills of Change Agent
24
Enthusiastic Passionate
and Inspiring
Committed to the
Lifelong Learning
Environment, Social and
Economic sustainability
Ability to Act as a
Responsible Citizen
Capable of Engaging in
Self Assessment
Critical Thinking of
Problem Solving
Effective Networker
and Facilitator
Works in Cooperation
With Others
Strong Engaging and
Dynamic Communicator
Proactive Not
Reactive 03
04
05
06
07
08
09
02
10
01

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Critical Skills of Change Agent
25
Understands
Change Dynamics
Anticipates and
Manages Resistance
Appreciates
Diversity
Understands Power
and Influence
Manages
Multiple Tasks
Has High
Credibility

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Sustaining Momentum
26
Staying the
Course
Reinforcing
New Behaviors
Support System for
Change Agents
Resources for
Change
Developing New
Competencies
01
02
03
04
05

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Sustaining Momentum
27
Developing New
Competencies
Support System for
Change Agents
Reinforcing
New Behaviors
Resources
for Change
Staying the
Course

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Bridge Transition Model
28
Ending
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Beginning
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Transition
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Bridge Transition Model
29
New Beginnings
Ending Transition
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Exploration
Skepticism
Commitment
Uncertainty

30. 30
Force Field Analysis
✓ Upset Business Partners
✓ Damage Corporate Image
✓ Cost Risks
✓ Driving Sales From Current
✓ Increase Revenue
✓ Increase Market Share
✓ Market Segment by customers
✓ Generate Economies of Scale

31. 31
Force Field Analysis
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5
16
3
9
10
12
4
5
-2
-2.6 -2.9 -3
-4.6
-5.9 -5.5
-4.8
Present
Productivity
Restraining
Forces
(
Estimated
Strength)
Driving
Forces
(Estimated
Strength)
Equilibrium
Driving and restraining forces in equilibrium
+4
+3
+2
+1
-1
-2
-3
-4

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Change Curve
32
Satisfaction
Denial
Exploration
Hope
Commitment
Commitment
Time
Looking to the past Looking to the future

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Adoption Curve
33
Late Majority
13.5%
Early Majority
34%
Early Adopters
34%
2.5%
Innovators
16%
laggards
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ADKAR Model
34
Awareness
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Desire
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Knowledge
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Ability
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Reinforcement
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ADKAR Model
35
Awareness
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Desire
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Knowledge
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Ability
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Reinforcement
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ADKAR Model
36
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Reinforce-
ment
Reinforce-
ment
Awareness
Awareness
Desire
Desire
Knowledge
Change
Management
Leadership
Sponsorship
Project
Management
Ability

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Business Change Control Process Icons Set
37

38. 38
ADDITIONAL
SLIDES

39. 39
Vision
Mission
Goals
vision

40. 40
Meet Our
Team
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Peter Graves
CEO

41. 41
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About
us

42. 42
Our Goal
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Comparison
43
12:51 MINUTES/DAY
AVG.TIME SPENT ON TWITTER
645,750,000
USERS
500+ MILLION
TWEETS EVERY DAY
18 MINUTES/DAY
AVG.TIME SPENT ON FACEBOOK
1,230,000,000
USERS
350 MILLION
PHOTOS UPLOADED EVERY DAY

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Financial
44
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85%
$659 Million
75%
$456 Million
60%
$340 Million

45. 45
Opportunity is missed
by most people
because it
dresses in overalls
and looks like work.
…Thomas Edison

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Dashboard
46
HIGH
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LOW
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MEDIUM
50
100
0
03
50
100
0
01
50
100
0
02

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Location
47
25M
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15M
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71M
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35M
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71%
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15%
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Timeline
48
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2012
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2013
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2014
Start

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Timeline
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2017
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2016
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2015
Finish

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Important Notes
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Newspaper
51
NEWSPAPER
xxxxxxx xxxxx xxxxx xxxxx xxxxx
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Puzzle
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53
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Target

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Venn
54
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01 02

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Mind Map
55
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06
05
04 03
02
01

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2X2 Matrix
56
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First
Attribute
High-Low
Quadrant
High-High
Quadrant
Low-Low
Quadrant
Low-High
Quadrant
Second Attribute
High
Low High

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Lego
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01
02
03
04

58. This slide is 100% editable.
Adapt it to your needs and
capture your audience's
attention.
Hierarchy
58
This slide is 100% editable.
This slide is 100% editable. This slide is 100% editable. This slide is 100% editable.
This slide is 100% editable.
This slide is 100% editable.
This slide is 100% editable.
This slide is 100% editable.

59. This slide is 100% editable.
Adapt it to your needs and
capture your audience's
attention.
Brainstorming
59
This slide is 100% editable. Adapt
it to your needs and capture your
audience's attention.
This slide is 100% editable. Adapt
it to your needs and capture your
audience's attention.
This slide is 100% editable. Adapt
it to your needs and capture your
audience's attention.
This slide is 100% editable. Adapt
it to your needs and capture your
audience's attention.
01
02
03
04

60. This slide is 100% editable.
Adapt it to your needs and
capture your audience's
attention.
Magnifying Glass
60
This slide is 100% editable. Adapt it to
your needs and capture your
audience's attention.
This slide is 100% editable. Adapt it to
your needs and capture your
audience's attention.
This slide is 100% editable. Adapt it to
your needs and capture your
audience's attention.
90%
This slide is 100%
editable.

61. 61
Comparison Chart
7,000
10,000
11,000
12000
8,000
11,000
12,000
13,000
5,000
7,000
9,000
11,000
13,000
15,000
2014 2015 2016 2017
Job
Seekers
12K Male 13K Female in 2017
Vs

62. This slide is 100% editable.
Adapt it to your needs and
capture your audience's
attention.
Funnel
62
01
05
04
03
02
This slide is 100% editable. Adapt
it to your needs and capture your
audience.
This slide is 100% editable. Adapt it
to your needs and capture your
audience.
This slide is 100% editable. Adapt it
to your needs and capture your
audience.
This slide is 100% editable. Adapt it
to your needs and capture your
audience.
This slide is 100% editable. Adapt it
to your needs and capture your
audience.

63. 63
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