Debunking the Change Management Buzz: ACMP 2016

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Debunking the Buzz
How we may be building self-imposed
traps and boundaries that limit our
ability to create positive change
Tim Creasey
Prosci Chief Innovation Officer
May 16, 2016 | 4:30PM
Overview of
May 16 talk at ACMP

“You Are Here”
How We Got Here
Debunking the Buzz
Converging and unifying
on our “why”
Agenda

“You Are Here”
How We Got Here
Debunking the Buzz
on our “why”

“You Are Here”
Where is CM today?
What I see:
• Professionalization
• In demand
• Track record
• Confusion?
• Losing meaning?
May 16, 2016

Eras of CM
Pre-1990
1990s
2000s
?
Future
Changing landscape
Democratization
Self-limiting
barriers?

Buzz #1
“If we just design solutions people will like,
then we don’t need change management”
Buzz #2
“If we just involve people, then we don’t
need change management”
Buzz #3
“If we just make change everyone’s job,
Buzz #4
“Since everything is changing, there
is never a future state anymore”
Buzz #5
“Change just happens organically
and therefore can’t be managed –
CM is an oxymoron”

At first glance looks good…

… but creates self-imposed boundaries
that limit our potential

Buzz #1:
“If we just design solutions
people will like,
then we don’t need
change management”

“If we just design solutions we think people will
like, then we don’t need change management”
That liking the
solution is enough
for people to
make a successful
change
Solutions
people like
are better
than those
they don’t
That everyone is
going to like the
solution

We know that people need
much more than “liking” to change
David Rock
SCARF
Victoria Grady
Attachment
Heaths
Elephant
Prosci’s
ADKAR

Breaking the boundary to unlock our potential
Don’t forget to manage
the people side because
you are only focusing
on the “likability”
of the technical side

Buzz #2:
“If we just involve people,
then we don’t need
change management”

“If we just involve people, then we
don’t need change management”
That involvement
alone is enough to
enable individuals to
successfully change
Involving
people is
better than
not That involving
everyone who will be
impacted is possible

Size/complexity means crowdsourced
solutions aren’t always feasible
More
Cross
Functional
More
Complex
Change
Faster
Change
Bigger
Change

Don’t forget to manage
the people side because
you are focusing only on
the involvement in the
technical side

Buzz #3:
“If we just make change
everyone’s job, then we don’t
need change management”

“If we just make change everyone’s job,
That we do not need
any CM structures if
everyone views
change as part
of their job
Organizations
are more agile if
everyone views
change as part
of their job
That it is easy to get
everyone good at
change

Change capability is a journey
Where you are today
Where you want to be
How you’ll get there

Lean in to your new role
of shepherding change
capability; but don’t
forget that a change
platform takes expert
CM (not no CM)

Buzz #4:
“Since everything is
changing,
there is never a
future state anymore”

“Since everything is changing,
there is never a future state anymore”
Because of this,
there are no more
future states
* especially at
the individual level
There is never a
time where nothing
is changing
(so never A SINGULAR
future state)
..at the
organizational level

we
never reach
a future
state
I
am reaching
them all the
time!!!
F
F
F
F
F
F
the royal

Appreciate, honor and
support each individual
transition that occurs
within the slush of
organizational
transformation

Buzz #5:
“Change just happens
organically and therefore
can’t be managed –
CM is an oxymoron”

“Change just happens organically and therefore
can’t be managed – CM is an oxymoron”
That there is
nothing we can do
to help people
through a change
when it impacts
them
Change,
like sh#@,
does
happen

Change Control is an oxymoron
Change Management is not…
Determine
100%
certainty
Encouraging;
Nudging in a
predictable way
Management Control=

Lead change!
You can do better than lazily
abdicating the role and
ignoring what you know!
Your organization,
projects and people
need you!

Capturing
people-
dependent
value
Crossing the
Requirements
-Results Gap
Adoption
contribution
to Project ROI
Supporting
and equipping
employee
successful
change
Individual
contribution
to successful
change
Core is
humanity –
the people
Converging
on our “why”

“You Are Here”
How We Got Here
Debunking the Buzz
on our “why”
Conclusion

Prosci Solution
Delivering organizational results by
catalyzing individual transitions
http://www.prosci.com | http://blog.prosci.com
changemanagement@prosci.com
Build individual change competencies
Apply change management on initiatives
Embed organizational change capability
http://www.prosci.com
solutions@prosci.com

Debunking the Change Management Buzz: ACMP 2016

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