Prosci Change Agent Slides

1. Change Management Overview

2. Change Cycle
What do you
identify with
here?

3. In reality, each impacted employee has his or her own current
and future states
Current
State
Transition
State
Future
State
Organization
Current
State
Transition
State
Future
State
Individual
How I do my
job today
How I will do my
job after the
change is
implemented

4. The organization’s future state is actually the collection of many
individual future statesIndividuals
Current
State
Transition
State
Future
State
Current
State
Transition
State
Future
State
Current
State
Transition
State
Future
State
Current
State
Transition
State
Future
State
Current
State
Transition
State
Future
State
Current
State
Transition
State
Future
State
Organization
Future
State
• Documented and Managed
Processes
• New Operating Model
• Specialists in the Call Center
• Supplier Website Integrated into
Supply Chain
• Merged Organization

5. Why is Change Management Important?
Current Transition Future Benefits
Current FutureTransition

6. If we do not support and equip individual transitions, then our
future state looks nothing like the future state we expected
F F F F
F F F
F F
F
F F
F F F F F
F F F F F
F F F F F
F F F F F
F F F F F

7. F F F F
F F F
F F
F
F F
F F F F F
F F F F F
F F F F F
F F F F F
F F F F F
Instead of
Lower
ROI
Not What We
Expected/
Hoped For
Less Benefit
Realization
Unachieved
Improvement

8. Time
Increasingresistance/decreasing
productivity
Mitigating Negative Consequences
1st Communication or 1st Rumor
Productivity loss
Employee dissatisfaction
Passive resistance
Turnover of valued employees
Tangible customer impact
Active resistance
Opt-out of the change
Comfort/Security
Worry/Uncertainty
Risk/Flight
With change, expect a decline in productivity and an increase in resistance.
Prosci® Flight Risk Model

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Successful change requires both the technical and people sides
Current Transition Future
Technical Side
People Side
Design
Deliver
Develop
Embrace
Use
Adopt

10. What are your critical success
factors in how you manage
change in this program?
10

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Greatest Contributors to Change Management Success

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AwarenessA
DesireD
KnowledgeK
AbilityA
Reinforcement®R
The change management strategy

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The Five Building Blocks for Successful Change
Change Begins with Understanding Why
What is the nature
of the change?
Why is the
change needed?
What is the risk of
not changing?
Awareness

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The Five Building Blocks for Successful Change
Change Involves Personal Decisions
A decision to engage
and participate
A personal choice
What’s in it for me
(WIIFM)?
Desire

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The Five Building Blocks for Successful Change
Change Requires Knowing How
Understanding
how to change
Learning
new skills
Training on new
processes and tools
Knowledge

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The Five Building Blocks for Successful Change
Change Requires Action in the Right Direction
Achievement of the desired change
in performance or behavior
The demonstrated capability to
implement the change
Ability

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The Five Building Blocks for Successful Change
Recognition and rewards
that sustain the change
Actions that increase the likelihood
that a change will be continued
Change Must Be Reinforced to Be Sustained
Reinforcement®

18. © Prosci. All Rights Reserved. 18
Change Management Deliverables
How do the pieces fit together?
Awareness
Desire
Reinforcement®
Knowledge
Ability
Individual
Outcomes
Change Management Plans & Deliverables
Stakeholder Assessment
Communication Plan
ADKAR Assessment
Impact Analysis
Training Plan
Business Results /
Desired Outcomes

19. Project Management vs Change Management
20

20. Activity: What is the best idea
for building awareness of this
program?
21

21. Change Management Best Practices Research