This document provides an overview of a seminar on turning obstacles into opportunities for growth through organizational change. The seminar will provide strategies for how obstacles and change can enable great opportunities, how to effectively respond to change and support teams through change. It discusses how change is inevitable in today's dynamic business environment and successful organizations are agile and adjust quickly to pressures. The most successful approaches to change management include five phases: motivating change, creating a vision, developing political support, managing transition, and sustaining momentum. Key strategies for change include educating employees and allowing participation, as employees who take ownership of change will be more loyal.

1. Turning Obstacles into
Opportunities for Growth:
Achieve Greatness In An Era Of Change
February 16-18, 2012 | Philadelphia, PA
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2. We cannot stop change and we cannot escape
it. We can let it destroy us or we can embrace
it…Change is the force that causes us to take a
look at the familiar in new ways. Changes make
the adrenaline kick in and motivates us toward
achievement.
Michael Eisner, Past Chairman and CEO
The Walt Disney Company
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3. At the end of this seminar, participants will walk away with:
• Specific strategies and examples of how obstacles and change can
be stepping stones for great opportunities
• Strategies to enable organizations to effectively respond to change
• An understanding of how to support teams through change and
retain valuable talent
• Ways to stay inspired and committed
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4. In today’s dynamic business environment, organizational
change as a result of outside pressures is inevitable
There are a variety of pressures for change facing organizations; these
factors include
• Government funding cuts
• Changes in government
regulation
• Emerging competitors
• New technology
• Changing market needs
• Evolving cultural demands
Leaders of successful organizations embrace environmental change,
using it as a stepping stone to gain an edge over competitors
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5. Successful organizations are agile, quickly adjusting to
environmental pressures to stay competitive
• Todays leaders must foster innovative ideas to
transform obstacles into opportunities
– Assess needs and develop strategy to meet
those needs
– Adapt to demand
• Some of the greatest ideas have been known
to start small, spread widely, and transform
entire systems
Without change there is no innovation, creativity, or incentive for improvement. Those who initiate change will have a
better opportunity to manage the change that is inevitable. - William Pollard
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6. High growth companies have deployed change strategies
that have helped them not only survive but flourish
• Innovators find new ways to do old things, resulting
in improvements to the customer experience
• Successful companies also leverage good ideas
from other industries to transform from an embryo
into a giant
• First Market Movers take advantage of new
environmental opportunities before they are
realized by their competitors
These companies all adjusted their business models to take advantage
of environmental changes
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7. Most successful approaches to organizational change
include a comprehensive, five-phase management process
Motivating Change
• Creating readiness for change
• Overcoming resistance to change
Creating a Vision
• Energizing commitment
• Describing a desired future state
Developing Political Support Effective
• Assessing change-agent power Change
• Identifying key stakeholders
• Influencing stakeholders Management
Managing the Transition
• Planning activities
• Planning commitments
• Structuring management
Sustaining Momentum
• Providing resources for change
• Building support systems for change agents
• Developing new competencies and skills
• Reinforcing new behaviors
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8. The Human side of change is crucial, motivating employees to
take ownership will inspire them and build loyalty
• Successful organizational change
Strategies for Motivating Team
requires an intimate understanding of Members to Take Ownership of
the human side that must be changed Organizational Change
to deliver the desired results
• Educate team members on the
– Culture – Values need for change
– People – Behaviors • Communicate as much
• Value is realized through the actions relevant information as
of employees who are responsible for possible
designing, executing, and living the • Offer opportunities for
participation and involvement
change
• Collaborate with members
– Employees involved in the change across the organization
process will take ownership • Be willing to negotiate certain
– In turn, these employees will be more aspects of change
loyal to the organization
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9. Key takeaways when striving to achieve success in the
era of change and turning obstacles into opportunities
Change is inevitable
Leaders must work to keep There are many factors that
their teams inspired lead to change
Employees who take
Successful organizations
ownership of change will be KEY TAKEAWAYS are agile
more loyal
Leaders must consider the
Companies must change to
human side when
stay competitive
implementing change
There are many strategies
that companies can use for
change
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10. Questions and Contact Information
• Derrick W. Burton – Principal, Booz Allen Hamilton
o burton_derrick@bah.com, (703) 902-5949
?
• Monica Lewis – Senor Associate, Booz Allen Hamilton
o lewis_monica_1@bah.com, (703) 377-4175
• Randa Newsome– Vice President of Human Resources, Raytheon
Technical Service Company
o Email hyperlink, (XXX) XXX-XXXX
• Laura Randle– Senior Training Specialist, Exelon/ComEd
o Email hyperlink, (XXX) XXX-XXXX
• Willie Callahan– Program Management Director, Lockheed Martin Corp
o Email hyperlink, (XXX) XXX-XXXX
February 16-18, 2012 | Philadelphia, PA
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11. Resources
• Booz Allen Hamilton. Ten Guiding Principals of Change Management
• Economist.com/blogs/Schumpeter (2011), Big and Clever: Why large firms are
often more inventive than small ones. The Economist, December 10th-16th 2011
• Harvard Business School (2006). Harvard Business Review on Leading Through
Change. Harvard Business School Press. ISBN: 978-1-4221-0280-0 (Available
electronically)
• Hellriegel, Don & John W. Slocum, Jr. (2011). Organizational Behavior, 13th Edition.
South-Western, Cengage Learning ISBN: 978-1-111-46886-6
• Palmer, I, Dunford, R. & Akin, G. (2009). Managing Organizational Change: A
multidimensional approach, second edition. McGraw-Hill Publishing ISBN:
9780073404998
• The Heart of Change by John Kotter and Dan Cohen
• The Transformational Leader by Noel Tichy and Mary Anne Devanna
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