Learning Objective: Examine strategies for effectively dealing with change in the workplace The next generation of corporate and federal executive leaders is faced with unique challenges and changes as business threats and solutions change rapidly. It is critical to continue to assess position and purpose to stay ahead of the competition. The key to success is not always trying to figure out what will happen next, but about developing the strategy to manage changes, turn obstacles into opportunities, and thrive in the face of great uncertainty. A Matrix of Change is one strategy that can help leaders anticipate the complexity of how people, processes, and systems impact each other. At the end of this seminar, participants will be able to: a. Examine the change matrix and associated management skills b. Explore how management and leadership skills impact the change process c. Explore ways to stay inspired and committed d. Identify specific strategies and examples of how obstacles and change can be stepping stones for great opportunities e. Examine how to support teams through change.

1. 1 www.womenofcolor.netwww.womenofcolor.net
The Change Matrix –
Unique and Useful Guidelines for
Managing Change
Presenter – Bonita M Volcy, LM
Moderator – Vanita De Jesus, CE
Panelist – Aknesha Miller, LM
Panelist – Donnell Campbell, ATK

2. 2 www.womenofcolor.net
Session Objectives
1. EXAMINE THE CHANGE MATRIX AND ASSOCIATED
MANAGEMENT SKILLS
2. EXPLORE HOW MANAGEMENT AND LEADERSHIP SKILLS
IMPACT THE CHANGE PROCESS
3. EXAMINE HOW TO SUPPORT TEAMS THROUGH CHANGE
4. EXPLORE OPTIONS TO REMAIN INSPIRED AND COMMITTED
DURING TIMES OF CHANGE
5. IDENTIFY SPECIFIC STRATEGIES AND EXAMPLES OF
OBSTACLES AND CHANGE CREATING STEPPING STONES
FOR GREAT OPPORTUNITIES

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 WHAT DRIVES CHANGE?
 LEADER’S ACTIONS
 EMPLOYEE ENGAGEMENT IN RESPONSE TO LEADER’S
ACTIONS
 MANAGING THE TRANSITION
 EFFECTIVE COMMUNICATION
 RE-EXAMINE AND TWEAK THE ENVIRONMENT AS
NECESSARY FOR SUSTAINED SUCCESS
The Change Matrix

4. 4 www.womenofcolor.net
MATRIX REPRESENTS:
 CURRENT COLLECTION OF ORGANIZATIONAL
PRACTICES
 DESIRED COLLECTION OF ORGANIZATIONAL
PRACTICES
 TRANSITIONAL STATE TO BRIDGE CURRENT AND
DESIRED STATE
The Change Matrix

5. 5 www.womenofcolor.net
The Change Matrix
A MATRIX OF CHANGE IS ONE
STRATEGY THAT CAN HELP LEADERS
ANTICIPATE THE COMPLEXITY OF HOW
PEOPLE, PROCESSES, AND SYSTEMS
IMPACT EACH OTHER IN A CHANGE
EFFORT.

6. 6 www.womenofcolor.net
The Change Matrix
PEOPLE CONSIDERATIONS
 KNOW YOUR AUDIENCE FOR CHANGE? WHO IS GETTING
IMPACTED?
 WHO ARE YOUR CHANGE AGENTS AND LEADERS?
 HAVE THEY PARTICIPATED VS. LED IN A PROJECT LIKE
THIS BEFORE?
 DOES YOUR CURRENT STAFF HAVE THE SKILLS
REQUIRED TO ADJUST ONCE THE CHANGE HAS BEEN
IMPLEMENTED?

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The Change Matrix
PROCESS CONSIDERATIONS
 ACCEPTANCE AND COMMUNICATION ON WHAT IS
HAPPENING OUTSIDE YOUR ORGANIZATION THAT IS
DRIVING CHANGE. WHAT ARE THE CONSEQUENCES IF YOU
DON’T CHANGE?
 HAVING A CONSISTENT ANSWER TO “WHY ARE WE
CHANGING, WE’VE ALWAYS DONE IT LIKE THIS”?
 DOES THE “NEW WAY” GO AGAINST ANYTHING YOUR
ORGANIZATION HAS ESTABLISHED AS CORE VALUES OR
GUIDELINES?
 ESTABLISHING HOW YOU WILL REINFORCE THE CHANGE
SO IT DOES NOT BECOME A “FLAVOR OF THE MONTH”

8. 8 www.womenofcolor.net
The Change Matrix
SYSTEM CONSIDERATIONS
 DOES YOUR TECHNOLOGY DRIVE YOUR PROCESS OR
WILL YOUR PROCESS DRIVE WHAT TECHNOLOGY IS
NECESSARY?
 ARE YOU A TECHNICAL ORGANIZATION?
 BRINGING IN THE RIGHT PEOPLE WHO CAN AUDIT FOR
COMPLIANCE.

9. 9 www.womenofcolor.net
Building The Change Matrix
1) IDENTIFY CRITICAL PROCESSES
2) IDENTIFY SYSTEM INTERACTIONS
3) IDENTIFY TRANSITION INTERACTIONS
4) SURVEY STAKEHOLDERS

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Example - Change Matrix

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The Change Matrix
CONCLUSION