La shared responsability di leaders, managers e dipendenti nei processi di cambiamento: la best practice internazionale di LaMarsh Global.
The nature of business today, the pressures of the economic crisis and the rapid evolution of technology mean that businesses will be in a constant state of change. Effectively and efficiently managing change is a shared responsibility:
Leadership has the responsibility to identify and implement the right changes -- changes that will improve business performance, develop employees and grow the bottom line financial stability of the organization.
Management has the responsibility to develop the skill, the structure and the will to apply solid, proven change management methodology when making changes.
Employees also have a responsibility. They need to accept that they will live their entire professional career in a work environment of constant change. Coping with those changes, building an internal capability to accept and adapt to change and to take ownership of their role in the change process is critical for them and for their companies.
{"33":"Multiple change initiatives can be overwhelming\nAlignment and support are critical \nIntegrate PM with CM \n","22":"Introduction: We have prepared by examining all potential sources of resistance to the change. Now plan. \nTo plan the support required for the change, your change agents would use the information in the InfoMatrix to develop the communications, learning and reward systems.\nFrom a Sponsor perspective the InfoMatrix provides guidance in how much effort will be required for successful change. \nIs the project in jeopardy of failure? \nShould you kill it? \nDelay it? \nRe-sequence it? \nReallocate resources to it? \nDemonstrate how Change Agents work with InfoMatrix:\nTake one or more items from the InfoMatrix and discuss how it could be addressed by one of the three systems\n","11":"Look at deficiencies in:\nStructure: The organization, the technology, the geography, the infrastructure \nProcess: The way the work flows\nPeople: Their competencies, experience, skills, and knowledge\nCulture: How people behave, how those behaviors reflect what they believe, the rules they follow\nA change in one element causes a change in the other three\nUsually diligent about structure and process, less so with people and even less with culture \nPerspectives on the need for change may vary by position in the org\nCompany\nDivision\nTarget\nPerspective of those who must change is key to effective communications\nNormally any data that is shared is at too high a level; need translation to their situation \n","6":"Let’s put this in context…An alarming number of change initiatives fail, or fail to produce the expected results.\n50% to 75% of all manufacturing technology projects fail\n50% to 75% of all re-engineering efforts do not deliver the expected results\nOnly 16% to 24% of all Information Systems projects are completed successfully\n52% of those run 189% over budget \nCompleted projects deliver only 42% of expected functionality\nYou know this is happening. \nCFT story: raising bar on capital projects \nOver 50% fail due to employee behavior \n","23":"Implement\nEvery event in the communication, learning and reward systems is designed with a feedback element.\nExpect the systems to be modified in response to feedback. \n","12":"Look at needed changes in:\nStructure\nProcess\nPeople\nCulture \nInterrelated; cannot redesign one without impact on others\nPerspectives on the Desired State may vary by position in the org.\nCompany\nDivision\nTarget\nAffected employees’ perspective is key to effective communications.\n","18":"Further analyze impact of change by mapping Fishbone against Key Role Map: Change Impact Analysis\nIn this example…\n","7":"Managed Change™ Model provides a framework, grounded in research, for thinking about change:\nStages of change\nRoles and responsibilities \nImpact of culture and history\nSupport systems to mitigate resistance\nThe Identify and Prepare tiers of model identify the eight sources of resistance to change. \n","13":"Fishbone Analysis\nPressure on productivity, availability of resources, etc. multiplied by number of change initiatives\n","19":"Fishbone Diagram and Change Impact Analysis illustrate need for Project Management Office to govern not just on a project by project basis, but to look at interrelationships of all projects. \n(This will be a subset of the client’s change initiatives, as determined through prework.) \nDiscussion (20 min.)\nWhat is the impact of change on divisions/departments and levels of personnel within your organization? \nDebrief:\nWhat data stands out to you?\nWhat are the implications of this?\nIs further action required? \n","25":"Sustain\nSponsor job is wrapping up. Must see that procedures are in place to monitor and address slippage\nExpect the 3 systems to remain:\nCommunication – continue to show progress, learning opportunities, recognize contributions\nLearning – for those missed and new hires\nRewards – reinforce desired state/ new current state behaviors \n","14":"Roles:\nSponsor – has authority, resources and accountability to call for change\nChange Agent – implements the change, a high risk role\nLimited resources\nAggressive deadlines\nResistant targets\nPossible mixed messages from sponsor; lack of support\nTarget – those who must decide to change, or not \nChange advocate – good idea without a sponsor\nMap terms to client’s terminology \n","3":"Change Management’s value goes beyond the individual project basis. \nChange management can provide the competitive edge.\nAsk participants to describe where their organization is on slide. \nThe solution – change management \nNot the “who moved my cheese?” kind, but specific application of research-based tools and techniques to ensure successful change.\n","20":"Culture – neglected aspect of change \n","26":"Summarize “how to’s” of change management from Sponsor perspective \nIntroduction would need to vary, based on presenter:\n“My previous experience has taught me…”\nor\n“LaMarsh consultants have observed…” \n","4":"Change management is a systematic process of applying the knowledge, tools and resources needed to effect change in the people who will be impacted. It addresses the most common obstacle to successful change – human resistance.\nHow does change management add value?\nOptimal results require a good solution and the acceptance of that solution.\nThe value of change management is to optimize results by addressing the importance of gaining acceptance. \n","21":"History \n","10":"Three stages of change\nCurrent State – Why should I leave it?\nDesired State – What will the future be like?\nDelta State – How will the organization help me through the transition? \n2 x 4 Story\nRisk/Reward Analysis \n"}