The document discusses how traditional change management methods often fail because they do not take into account that organizations are complex systems governed by internal rules of behavior, and proposes an alternative approach called Change Delivery that diagnoses and reforms defective rules one by one to drive sustainable organizational change from both a cultural and process perspective. Change Delivery claims to reliably deliver projects on time and on budget by changing an organization's culture to maximize adoption of new processes and systems.

1. Turbo-charging Corporate Change
Change Delivery Group
http://www.changeperfect.com

2. Why we are here?
Traditional Change
methods will fail to
deliver business value
85%-95%
When process change
fails nothing else is
available using
traditional change
management
© 2007 by Change Delivery Group 7/24/2007
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3. A People Centric Theory
Traditional transformation theory says that
organizations change when people change.
If employees are given the right vision,
training and incentives, they are motivated to
change
Thereby changing their organization
© 2007 by Change Delivery Group 7/24/2007
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4. A Systems Centric View
Science says traditional methods don’t
work because organizations are not linear,
people centric systems after all
They are complex dynamic systems that obey
the logic of internal rules
These rules are like hundreds of tiny operating
instructions that control employee behavior
© 2007 by Change Delivery Group 7/24/2007
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5. Rules Regulate Behavior
Rules Determine Business Results
Organizations have three kinds of rules. Some of
these rules make business sense. They support
management goals for productivity, performance
and profits.
Other rules make
no business sense
and have no
business value.
Thanks to McKenzie for permission to reprint
© 2007 by Change Delivery Group 7/24/2007
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6. People Follow the Rules
When employee rules match the rules of
the organization, employees fit in.
They feel safe, comfortable & secure. They
find it easy to follow the rules and get
rewarded.
Organizations give new employees time to
learn the rules.
After that, organizations drive away
employees that don’t fit in . . . even
executives
© 2007 by Change Delivery Group 7/24/2007
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7. Science says . . .
The “new science” of complexity says that
the only effective way to implement
sustainable organization change is to:
Debug organization rules
and fix the rules system . . .
One rule at a time
© 2007 by Change Delivery Group 7/24/2007
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8. A Better Way to Change
Change Delivery® is a scientifically valid
transformation technology
For over fifteen years it has been used to
assist executives in achieving their
strategic goals by changing defective
operating rules
It makes culture change possible
© 2007 by Change Delivery Group 7/24/2007
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9. Science of Change
+
People Side of Change System Side of Change
Human Factors Engineering General Systems Theory
Motivational Psychology Chaos
Biology Complexity
Evolutionary Psychology
(Synergy, Complexity, System
Interaction, Dynamics vs Stability,
(Training, Coaching, Mentoring,
Error correction, Adaptation, Co-
Motivation, Empowerment,
evolution, Rules-engine, Self-regulation,
Reinforcement, Communication,
Free-scale networks, Goal seeking,
Feedback, Incentives,
Fitness, Boundaries, Filtration,
Enforcement, Leadership/
Patterned behavior, Behavior
followship, Shadow Systems,
probability, State change, Catastrophic
Insider/outsider, Group
events, Chunking)
dynamics, Culture)
Freewill & Preferences Operating Rules & Constraints
© 2007 by Change Delivery Group 7/24/2007
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10. Change Delivery® Source Theories
People follow biological & psychological
imperatives
Organizations follow rules of systems dynamics
Behaviors of people get lost in the behavior of
organizations
© 2007 by Change Delivery Group 7/24/2007
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11. Changing Culture by Changing Approach
When process improvement fails . . .
change the culture
Mandates
Change People Culture
Old Way Never
Mandate Change Change
Achieved
Traditional Change
Mandates
Better Change Culture People
Reliably
Mandate Change Change
Way Achieved
Change Delivery
© 2007 by Change Delivery Group 7/24/2007
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12. Why Change Delivery® Works
Change Delivery® works because it takes a “2-
path” approach to change
It implements new business processes and
culture changes concurrently using an approach
that works with
Culture Change
(not against)
corporate culture.
The results are
sustainable changes
with minimal change
resistance.
Process Change
© 2007 by Change Delivery Group 7/24/2007
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13. Change Delivery® Results
Change Delivery products:
Consistently deliver project successes with on
time and on budget completion
Enable project teams to rapidly attain
performance objectives and achieve desired
business benefits
Ensure the success of strategic initiatives by
increasing adoption and sustainment of process,
performance and productivity improvements
and/or innovation
© 2007 by Change Delivery Group 7/24/2007
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14. Change Delivery® Results
1. SEI-CMMi-L3 infrastructure constructed and
implemented in a L1 organization in 90 business
days. (An L5 infrastructure is possible in an
additional 90 days)
2. Client relationship management (CRM) process
implemented and adopted in 90 business days
3. An agile software development program (XP)
implemented in 70-90 business days
4. ISO-9000 2000 implemented in 90 business days
5. Six Sigma program rolled out in 90-120 business
days
© 2007 by Change Delivery Group 7/24/2007
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15. What We Offer
An ability to change your organization culture
Improve user adoption to maximize IT systems
value
Truer costing for capacity
Decreased risk from cultural resistance
Savings in time and money in process delivery
Build your own internal capability for change
that is reliable, repeatable and transferable
© 2007 by Change Delivery Group 7/24/2007
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16. Next Steps . . .
Change Delivery Group
Culture Change is Our Specialty
http://www.changeperfect.com
360.210.7656