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Tm brief power vision
1.
2. The first step toward change is
awareness. The second step is
acceptance.”
-Unknown
3. What is Change Management?
Change Management is a structured process
and set of tools for leading the people side of
change
A leadership competency for enabling
change within an organization
A strategic capability designed to increase
change capacity and responsiveness
4. Role of Transition Management
Helping an organization and each of it’s people make the
“transition” from…
A. How we do things
today to…
B. How we want to do
things in the future
And making it stick– creating the conditions that avoid
“organ rejection”
5. Initiative Implementation
TM Metrics
CHANGE
“The Dip” Maximize Benefits
TM Metrics
Current State
End of Old Way
Future State
Hurt
Shock
Anger
Stress
Hope
Energy
Enthusiasm
Impatience
Acceptance
Skepticism
Creativity
Ambivalence
Confusion
Frustration
Fear
Denial
Minimize Disruption
TM Metrics
6. Solution is designed,
developed
and delivered effectively
(Technical side)
Solution is embraced, adopted
and utilized effectively
(People side)
= SUCCESS
Current Transition Future
PROJECT
MANAGEMENT
TRANSITION
MANAGEMENT
+
What Makes A Venture Successful?
7. A Change Model
Creating a Climate for the Change
o Build and Maintain Momentum
Engaging and Enabling the Whole Organization
o Engage Stakeholders
– Generate Leadership Commitment
– Engage Employee
– Incorporate Partners
o Align the Organization
Implementing and Sustaining the Change
o Train and Develop People
o Ensure Business Readiness
Editor's Notes
I will be using the terms “Change and Transition throughout this presentation. We use the term “Transition” here at Nike. However, in the industry – they use the word “Change”
Making it Stick
So, what is the goal of Transition Management?
The goal of Transition Mgmt. is to minimize the depth and duration of the dip that happens as a result of a change. This requires planning and preparing the organization as much as possible before the change happens and sustaining the change.
Build & Maintain momentum:
This is the foundation to moving forward with your change effort. It includes keeping business sponsors and guiding teams constantly energized and excited by the progress and the results you've achieved
Engaging Stakeholders:
Leadersip Commitment:
Key players — Who has real influence to lend your effort credibility and support? What is their level of commitment?
Priorities — What priority does your project have given everything else going on?
Personal Actions — Do the leaders know specifically what they personally need to do differently?
Active and Visible Support — Are they behaving and making decisions consistent with what they say?
In the Loop — Are you keeping the leaders continuously up to date? Are you using their time wisely?
Engage Employees:
Sell the Problem — Do people understand why before you tell them all of the details around what, how and when?
Heads — Can people say I understand what the change is?
Hearts — Can people say I believe this is the right thing to do?
Hands — Can people say I know what to do to make this change a success?
WIIFU — Do people understand What's In It For Us?
Message Precision — Are you providing the right message to the right audience at the right time?
Two Way Street — Are you providing opportunities for feedback and input?
Align the Organization: Many companies focus on new technologies or modifying processes, while leaving out other components. Consequently, management systems measure and reward performance which is inconsistent with the results sought, the workforce lacks the competencies to deal with the new environment and accountabilities don’t line up with targets.
Train and Develop
Ensure Business Readiness: Ensure the business is clear on the change and knows who needs to do what to make the change stick.
