Getting Clear on Why We're Here. Poll results from Tim Creasey's presentation at The Conference Board, June 17, 2016.

1. © Prosci Inc. All rights reserved.
Getting Clear
on Why We’re Here
www.prosci.com | +1-970-203-9332
Tim Creasey, Chief Innovation Officer
tcreasey@prosci.com @timcreasey
www.linkedin.com/in/timcreasey/
Research | Methodology | Training | Advisory Services
June 17, 2016
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2. © Prosci Inc. All rights reserved.
Getting
Clear
On Why
We’re Here
Understanding
(common, shared)
Alignment
Anchor
(for decisions)
Platform
(for integration
and collaboration)
For CM
Across disciplines
On initiatives
As a high-impact
professional
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3. © Prosci Inc. All rights reserved.
POLL: How big was the “real” Easter Bunny?
3

4. © Prosci Inc. All rights reserved.
POLL: How often do you experience a lack of alignment
and common understanding?
4

5. © Prosci Inc. All rights reserved.
POLL: Words describing the consequences of not
"getting clear"
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6. © Prosci Inc. All rights reserved. 6
Consequences of not “getting clear”
A hot mess
Added cost
Ambiguity
Ambiguity
Anger
Anger
Anxiety
Anxiety
Anxiety
Caos do-over
Chaos
Chaos
Chaos
Chaos
Chaos
Chaos
Chaos
Chaos
Chaos
Chaos.
Churn
Competing efforts
Competing objectives
Competing-priority
Conflicting results/ metrics
Conflicts
Confusion
Confusion
Confusion
Confusion
Confusion
Confusion
Confusion
Confusion
Confusion
Confusion
Cost implications
Costly
delay
Delay
Derailment
Desapointment
Different expectations for success
Direction
Disaster
Disengaement
Disengaged
Disengagement
Disengagement of employees
Dissatisfaction
Distraction
Distraction
Drama!
Dread
Drift
Duplication
Dysfunctional
Exhausted
Failed project
Failed strategy
failure
Failure
Failure
failure
Fear
Fear
Floating
friction
Frustration
Frustration
Frustration
Frustration
Frustration
frustration
Frustration
Frustration
Frustration
Frustration
Frustration
Frustration
frustration
Hard not smart
Ineffecrive
Inefficiencies
Inefficient
Lack of engagement
Lack of growth
Lack of movement
Lack of purpose
Lack of trust
Leaky
Loss of productivity
Lost productivity
Low trust
Madness
Misaligmnent
Misalignment
Misalignment
Misalignment
Miscommunication
Mistakes
Mistrust
Misunderstanding
misunderstanding
Near miss
Noise
Opportunity
Pissed off people.
Politics
Pulling in opposite directions
REMF
Repeating the same work
multiple times.
Resistance
Resistance to initiative
Re-work
Scope creep
Stagnation
Stagnation
Static
Train wreck
Ugh
Uncertainty
Waste
Waste
Waste
Waste
Waste of time
waste of time
Waster time

7. © Prosci Inc. All rights reserved.
POLL: Write your TO/BY purpose statement for:
change management
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8. © Prosci Inc. All rights reserved. 8
TO/BY statements for “change management”
• To: generate the business outcome
• To: Minimize business disruption
• Survive changing
• To achieve business outsides and
alleviate corporate suffering by raising
human consciousness
• TO move the company forward
• To deliver value (to customers, our
business)
• TO: enable the organization to fully
realize the benefits of the change.
• TO: enhance organizational
effectiveness
• Align the organization under a
common set of goals
• Engage impacted employees in
embracing the transition
• TO move the organization forward
• To create pull through the
organization by engaging people at
all levels
• To positively impact long term
sustainable flexibility
• To Enable Growth
• TO: Facilitate the process of moving
from the old to the new behaviors to
achieve business outcomes
• TO: make sense of the change impact
• TO help leaders practively manage
change
• To: engage the organization in a
transformation
• To help lead others through times of
uncertainty; by helping articulate a
better shared future
• Encourage healthy attitudes
• TO create acceptance, utilization and
sustainment
• To: achieve business strategy
• To strengthen organizations by
reducing the time of adoption
• By building shared understanding and
drive towards the common goal
• To drive business results by enabling
employees to successfully lead
change
• To maximize value
• To help the organization "get
somewhere" by helping people "get
it"
• TO achieve business outcomes
• To create and sustain the ability to
thrive in a constantly changing
environment
• TO align the organization towards a
common goal or vision
• To... solidify the business in the future
• TO: achieve business results BY:
creating capacity and driving the
capability of our employees to
change
• To create stickiness by making it
relevant
• Increase success through attention
to. The human requirements.
• TO move people through the phases
of change BY informing and leading
• TO: drive relevant and achievable
outcomes
• Purpose of CM, is to give direction to
enable an improvements and
effwcwncies.within a company
• TO achieve business results BY
ensuring people are successful with
change
• BY supporting and enabling
associates.
• TO enable growth BY providing a
compelling path
• To build shared responsibility and
ownership for change and innovation
to enhance our impact to our
customers
• To keep workforce engaged during
change ; by clearing the obstacles
• TO help people do what they do
better; BY letting them focus on their
strengths while we deliver ours,
managing human change
• To move from state A to state By
engaging and getting the buy in of
those affected by the change
• TO achieve desired results BY helping
people adopt new behaviors
• TO maximize the realization of
benefits BY engaging and
empowering impacted people to
become capable of thriving in the
changed environment.
• by engaging people
• Optimize resources to Create new
value
• BY: engaging the people and dealing
with their issue to enable them to
adopt the change.
• defining success and understanding
how it measured
• TO accelerate the benefit realization
of results BY leveraging all the
resources available to us in a focused
way.
• TO describe the purpose for the need
to change BY using effective
processes
• To support employees, maintain
engagement and improve business
outcomes by leading the organization
through change
• To create value by coordinating all
perspectives of change (tech, people,
process, leadership etc.) in harmony
• by creating a culture of adaptability
and organizational responsiveness
• TO help influence the people side of
change BY enabling impacted
employees to understand the benefits
of the change and embrace it
• By: giving people the tools and
information they need to make it
happen
• BY aligning initiatives to the business
strategic direction
• To accelerate business results
• BY: Helping employees change their
behavior in alignment with the org
needs
• To: emotionally prepare our
employees by: truly understanding
their fears, pride, etc
• To enable organization to work
differently and realize benefits by
preparing the leaders
• By: reinventing a traditional
organization to one that is adaptive,
engaged, and flexible
• TO maximize the realization of
benefits BY engaging and
empowering people to become
capable of thriving in the changed
environment,
• To ensure our relevance and existence
in an ever evolving world
• To enable us to continue to fulfill our
purpose

9. © Prosci Inc. All rights reserved.
POLL: Write your TO/BY purpose statement for:
transformation
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10. © Prosci Inc. All rights reserved. 10
TO/BY statements for “transformation”
• To: change how we do things
• To evolve the organization by
bringing a new approach to the way
we do business
• To improve
• To change the operating model by
enabling and automating different
approaches, methodologies and tools
• To: stay relevant to customers by
changing the way we do business.
• To create shareholder wealth
• To move collectively as an
organization to a pre defined desired
state
• Efficiency
• To change the way we work to create
value for the organization
• TO exploit opportunities in the
marketplace BY adopting new
processes, technologies, and cultures.
• To create new value and growth
• To move from one state to another by
evaluating all aspects of the current
state
• TO be nimble and relevant; BY
adopting to changing business factors
• To: Make things much better
• TO move from a point A to B
• To help the business evolve to
surpass customer needs by changing
the way we operate
• TO: disrupt how we do do business
• Let people embrace the change and
change the way they do business in
organization
• To adapt to new ways of thinking and
working
• To better prepare us for the future by
changing today
• To drastically or radically change the
way we do business in order to stay
relevant
• TO make fundamental shifts in order
to suvive BY questioning everything.
• To build the agility needed to stay
viable
• TO: change a business/operating
model
• To do something better by doing it
differently.
• To position the organization for
future success by undertaking
widescale change
• To make new behaviors sticky
• TO: purposefully and permanently
change a culture BY: engaging and
working with people.
• By changing the way the firm
operates for its customers
• Deliver business results by staying
ahead of disruptors and forces of
change
• To: change how the organization is
viewed both internally and externally
• To move the company into a new
direction by changing the way we do
things.
• To:take an organization to a better
future state; by: unlocking its
potential
• TO: Lead the organization through
multiple changes that help them
reach their vision
• TO transform the way we do business
BY enabling people to challenge the
status quo and embrace new ways of
working
• TO become an organization capable
of staying relevant in the future; BY
becoming an organization designed
to prosper in a changing environment
• TO enable growth BY instilling
governance and discipline
• To affect change by making it a
mivement
• TO radically reshape what we do, how
we do it, and who we are BY
reimagining what's possible.
• To: evolve the organization into its
future state by modernizing the way
we do business
• To close the HUGE gap between what
we are and what we need to become
• TO complete a necessary redesign of
the way we do things BY
implementation of best practices
• By making change crispy
• To [stay in the Market place]
• To build the business case for change
by assessing, aligning and
understanding desired future state
• To: Change how we think about what
we do
• To radically shift an existing
environment in response to
opportunities or threats by grounding
the change in personal
breakthroughs.
• TO [take the existing and shift to a
more desired state]
• To simplify and standardize by
changing the way we work together.
• To enable organizations to thrive in
an ever-changing environment by
empowering individuals to drive the
results
• To enable organization to compete in
the ever changing marketplace by
enabling continuous change
capability
• TO achieve desired results BY
enabling radical changes in what we
do and how we do it
• Create a step-change in performance
• To provide direction and leadership,
to move to a forward and progressive
company
• TO: become what the company needs
to be; BY: planning and acting looking
out and inside
• To revolutionize by questioning
everything
• To shift the way we do business today
By increasingthinking and doing
• To drive new results and transform
individuals and teams by shifting
mindsets, behaviors and acrionsand
• Improve the services we provide
• To change the strategic direction of a
business by engaging in multiple and
large scaled changes in many aspects
of your corporation
• by embracing new thinking and
exploring new opportunities and
challenging status quo
• BY: aligning and connecting multiple
changes to org needs
• TO take the organization to a future
desired and ultimately new state BY
taking a holistic approach across
change programs
• To lead an undiscovered journey by
removing fear and obstacles

11. © Prosci Inc. All rights reserved.
POLL: Write your TO/BY purpose statement for:
benefit realization
11

12. © Prosci Inc. All rights reserved. 12
TO/BY statements for “benefit realization”
• To achieve measurable results by
qualitative and quantitative measures.
• Ensure individual support
• To measure the success of change
• What is benefit realization?
• Ensure we gain the true value of any
intervention
• Increase sustainability of changes
• To achieve the unrealistic ambitions
that were set forth without a true
understanding of reality
• To validate the transformation by
demonstrating the change has
achieved the desired business results
and driven the desired behavioral
adaptations
• To: obtain the benefits of our plan
• To: derive maximum value from an
initiative; by: increasing adoption
• Create new value by disrupting the
way things get done
• To achieve org business results by
being focused on the right stuff
• To create work for others by spouting
lingo
• To meet financial objectives by
delivering new solutions and managin
costs
• TO: measure success
• TO: make the plan concrete; BY:
implementing, measuring and
reinforcing
• TO capture value BY implementation
of best oractices
• by: identifying what we should be
doing
• Job security
• To achieve the goals and objectives of
the change by
• TO: fully realize the benefits of the
change BY: fully measuring the results
over the period set forth to justify the
project
• To have the win-win advantage by
eliminating risks
• To show tangible results; by
measuring against metrics
• TO capture the maximum business
value available within the scope of a
change initiative BY clarifying the
intended outcomes and then
relentlessly pursuing these
• TO extract and realize value by
focusing on what matters.
• To deliver the business case
• TO maximize outcomes of change
initiatives BY managing "stuff"
• TO ensure investment decisions are
effective BY defining and measuring
agreed to benefits and value
• To drive value-added measurable
change by executing on true drivers
• TO: Demonstrate the value of the
change BY: Determining how to
measure the biggest impacts
• TO ensure measurable return on
investment, both financial and other
BY disciplined metrics approach
• To drive sustainability of change by
imbedding it into the culture
• To enable organizations to achieve
financial, risk and experience
expected results by enabling
adoption of new ways to wrk

13. © Prosci Inc. All rights reserved.
POLL: Which Frontiers are in you interested in exploring…
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14. © Prosci Inc. All rights reserved.
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
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