1. Collaborative Change Management
A Change Management Approach for HR Software Adoption and
Performance Outcomes
Prepared for
PATTERSON
COMPANIES,
INC
Presented on
April 4, 2014
Prepared by
Rachel McDonnell, Colleen Miller, Molly Pajank, Mark Ward

2. A little bit about us:
Rachel
McDonnell
Colleen
Miller
Molly
Pajank
Mark
Ward
St. Cloud
State
University
Minnesota
State,
Mankato
University
of Central
Florida
St. Cloud
State
University

3. Agenda
• Patterson and MyTalent
 Platform
 Goals
• Collaborative Change Management
• ActΔion Model
 Implementation
 Training
 Sustainability
• Roles
• Timeline
• Budget

4. Patterson Companies, Inc
• Culture of collaboration
• Distinct teams
• Flat structure
Medical
Veterinary
Dental

5. MyTalent Platform
Formal
Performance
Appraisal
Purchase of Talent
Management
Software
MyTalent – Goals
& Competencies
 HR software system
 Already been tested /received buy-in from
management
 Higher level in organization, more access to
employee information

6. Goals of Roll-out
Goal
Alignment
Performance
Improvement
Increases
Efficiencies
Buy-In/
Adoption
Effectively
Manage
Talent
High
Compliance

7. Some things to Consider…
of organizational
change efforts fail
1. Changing mindsets and attitudes
2. Corporate culture
3. Complexity is underestimated
70%
60%
50%
40%
30%
20%
10%
0%
Reasons for Failure
35%
58%
49%
1 2 3

8. Collaborative Change Management
 Utilizes key components associated with effective change
management :
oMotivating change
oCreating a vision
oDeveloping support
oMaking the transition
oSustaining momentum
(Cummings & Worley, 2015)

9. Collaborative Change Management
Collaboration = inherit to change strategies
• Open systems approach
• Flexible transparent, and efficient
 Align goals
 Shared vision

10. PharmaPartners
 Rational Team Concert from IBM to implement more
consistent company procedures (among other goals)
 increases in collaboration
 improved ability to track
performance and goals

11. o Top management sponsorship (92%)
o Employee involvement (72%)
o Honest and timely communication
(70%)
o Corporate culture that motivates and
promotes change (65%)

12. Considerations For Adopting Change
• Provide early and consistent
communication
•Make change desirable
•Make benefits relevant
• Integrate gradually
•Communicate change from all levels

13. ActΔion
• Everyone is a change agent
• Dynamic
What’s your call to ActΔion?

14. ActΔion
“What’s your call to ActΔion?”
Implementation
Acculturation Champions
Training
Training (MyTalent platform) Training (Performance Reviews)
Adoption/Sustainability
Incentives Outcomes and Next steps

15. Acculturation
• Acculturation
 Creating a readiness for change
 High visibility, clear, consistent communications (emails, postings, announcements from
managers)
 Generating excitement
 “What’s your call to ActΔion?” campaign
 Highlights developmental programs offered by Patternson, quotes and web videos from
employees at all levels and from different offices
 “Soft” introduction of launch lunches
 Hosted at each center, by employees from that center

16. Champions
 Buy-in through positive branding
 Emphasizes their roll and ability to be a change agent
 Identify early adopters and champions through “hard” launch lunches
 Hosted at each of the four main centers, joint effort between consultant and company
 Collect input from employees, by providing an opportunity to express concerns about current
performance review procedures

17. Launch Lunches
MyTalent Integration Buy-in

18. Launch Lunch Overview
•Opportunity to contribute in MyTalent integration
•One Day
• 4 Steps:
Goal Alignment
Assessment
Presentation
Implementation
•Lunch is provided!

19. Step 1: Goal alignment
Procedure
 Recruit 10 volunteers to help with MyTalent
integration
 Sign-up, email, verbal recruitment
 Assess current system perceptions
 Short open-ended survey
 Introduce MyTalent
 Assess system benefits and ease of
comprehension
Outcomes
 Direct influence on workplace development
 Increase Job Satisfaction
 Decrease Turnover Intention
 Meaningful Contributors
 More stake in program success
 Promote MyTalent
 Alignment of goals
 Address need
 Address employee concerns

20. Step 2: Assessment
Procedure
 Consultants facilitate review survey reviews
 Create 10-15 min presentation
 Necessity for MyTalent
 Benefits from integration
 Message from CEO
Purpose
• Establish link of purpose & need
• Top down gradual system integration
• Employees desire CEO and peer notification

21. Step 3: Presentation
Procedure
• 10-15 min. presentation to employees
Purpose
• Positive brand imaging

22. Training – Software Use
• Appeal to all learning styles
 Visual – webinar, instruction manual
 Auditory – video with voice-over instruction
 Tactile/Kinesthetic – Hands-on, simulation walk-through
• Provide Multiple Resources and Easy Access
 Help Desk (IT Personnel) or FAQ Section
 Contact Person – HR or Managerial expertise
 Email and post training materials online, hard copies

23. Training – Managerial
• Goal-Setting and Feedback
 Strong ties to performance
 So how do we do them well?
• Two-Day Seminar for Managers
 Goal-setting: using SMART criteria and goal-setting theory
 Feedback: specific, job-relevant, both positive and negative, etc.
 Assessment Center:

24. Incentives
 Short term vs long term
 first few months of the program:
 non-monetary incentives (will help the adoption of the new platform across the organization)
 tied to compliance
 1 to 2 years in:
 System is its own reward (integrated into culture)
 Compliance
 Reiterate that it is a policy and highly transparent/visible system
• Frame in terms of loss (missing out on opportunity)

25. ActΔion
Implementation
Acculturation Champions
Training
Training (MyTalent platform) Training (Performance Reviews)
Adoption/Sustainability
Incentives Outcomes and Next steps

26. Outcomes
Goal
Alignment
Performance
Improvement
Increases
Efficiencies
Buy-In/
Adoption
Effectively
Manage
Talent
High
Compliance

27. Added Bonus (for no extra cost!)
Organizational
Citizenship
Behaviors
Reduction:
Turnover and
Absenteeism
Job
Satisfaction
Strengthen
Collaborative
Culture
Increase in
Trust &
Integrity
Sustainability

28. Next Steps
• 360-degree Assessment Development
 Adoption and Roll-Out of Additional TM Modules
• Merit pay- based outcomes
 Administrative Decisions as a Result of Performance Appraisal

29. How’d we do?
Assessing Progress
• Utilizing Data from Talent Management Software
 Compliance Rates
 Average Time Spent Developing Goals/Ratings
 Performance Changes
• Survey Data Collection
 Gauge employee impressions of software
 Job Satisfaction
 Commitment to Organization
 Individual Growth and Development

30. Consultant and Client Role
• Consultant
 ACTION Plan
 Launch Lunch
 Survey
 MyTalent Software Training
 Managerial Training
• Client
 Access and Availability
 Joint Efforts in Launch Lunches
 Ownership of Training Program
 “What’s your call to ACTION?”
campaign

31. Timeline for Launch Lunch
• Month 1-2: Present Launch Lunch opportunity (recruit)
• Month 1-2: Launch Lunch 4 corporate offices
• Month1: Informal MyTalent access times allotted to employees during breaks
• Month 3: Full implementation, provided MyTalent is fully operational, with no “bugs”
• Year 1-2: Feedback report interpretation training for managers will occur concurrently
with other rollout plan

32. Budget
Item Description Cost
Acculturation
Launch Lunch and Communication $80,000
Managerial Training
Seminar and Materials $50,000
Assessment Center Use $100,000
Software Training
Time and Materials $20,000
Program Evaluation
MyTalent Data Analysis $10,000
Employee Survey and Analytics $20,000
Total $280,000

33. Questions?
Comments?
Concerns?

34. Thank You!
We greatly appreciate your time and
consideration for this opportunity. Please
feel free to contact us with any questions,
comments, or issues.
(904) 553-2800
pmolly@knights.ucf.edu