Uploaded byTim Creasey
Prosci Change Measurement Framework and Scorecard - Draft
The document describes a Change Scorecard created by Prosci to track the success of change initiatives. The scorecard measures three areas: Organizational Performance by tracking results and outcomes, Individual Performance by assessing adoption and usage, and Change Management Performance by evaluating the effectiveness of the CM approach. For each area, the scorecard provides a framework to Define goals and metrics, Track progress, and Deliver final performance outcomes. Using the scorecard allows organizations to better manage change initiatives and ensure benefits are realized.
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Prosci Change Measurement Framework and Scorecard - Draft
- 1. solutions@prosci.com www.prosci.com +1-970-203-9332 Research| Methodology | Training | Advisory Services Change Scorecard Overview
- 2. The goal ofthe scorecard is clarity and alignment on what our change is aiming to deliver so that we can more effectively manage to outcomes
- 3. © Prosci. AllRights Reserved. 3 With alignment on where we are going….
- 4. © Prosci. AllRights Reserved. 4 Without alignment….
- 5. © Prosci. AllRights Reserved. 5 Organizational Performance Did the initiative deliver what was expected? Individual Performance How effectively did impacted individuals adopt and use the change? Change Management Performance How well did we “do” change management? Three big question to answer:
- 6. © Prosci. AllRights Reserved. 6 Organizational Performance Results and outcomes Did the initiative deliver what was expected? Individual Performance Adoption and usage How effectively did impacted individuals adopt and use the change? Change Management Performance Effective CMHow well did we “do” change management? Why the row matters:
- 7. © Prosci. AllRights Reserved. 7 Organizational Performance Results and outcomes Connections Individual Performance Adoption and usage CM Performance Effective CM
- 8. © Prosci. AllRights Reserved. 8 Organizational Performance Individual Performance Change Management Performance How we’ll structure our Change Scorecard: Define Track Deliver Organizational Performance Individual Performance Change Management Performance
- 9. © Prosci. AllRights Reserved. 9 Organizational Performance Results and outcomesDefine Track Deliver Individual Performance Adoption and usageDefine Track Deliver Change Management Performance Effective CM Define Track Deliver Prosci Change Scorecard
- 10. © Prosci. AllRights Reserved. 10 Organizational Performance Results and outcomesDefine Success Progress to Plan (tech side) PCT (over time) Value Realization Individual Performance Adoption and usageDefine Impact ADKAR Progress (ADKAR Dashboard) Adoption Utilization Proficiency Change Management Performance Effective CMDefine CM Approach Progress to Plan (people side) Best Practice Audit CM Application Effectiveness Prosci Change Scorecard
- 11. © Prosci. AllRights Reserved. 11
- 12. © Prosci. AllRights Reserved. 12 Organizational Performance Define Track Deliver Individual Performance Define Track Deliver CM Performance Define Track Deliver Organizational Performance / Define Define Success • Organizational benefits and project objectives fully defined: • In a high degree of clarity: • And assigned a priority: • With an evaluation of people dependency: • With defined units of measure: • With assigned benefit/objective owner: • Ready to be socialized: • Change requisites (charter, scope, plan, resources, etc.):
- 13. © Prosci. AllRights Reserved. 13
- 14. © Prosci. AllRights Reserved. 14 If you don't know where you are going, you might wind up someplace else. Yogi Berra
- 15. © Prosci. AllRights Reserved. 15 Why Are We Changing? -100 100 300 500 700 900 Future Organizational Benefits Project Objectives Revenue Costs Profits Efficiencies Compliance Safety Process Excellence Customer Satisfaction Specific metrics and measurements for improvement How work will be different after the change
- 16. © Prosci. AllRights Reserved. 16 Why Are We Changing? Project Objectives 1. ? 2. ? 3. ? 4. ? 5. ? Organizational Benefits 1. ? 2. ? 3. ? 4. ? 5. ? Your Project
- 17. © Prosci. AllRights Reserved. 17 Organizational Performance Define Track Deliver Individual Performance Define Track Deliver CM Performance Define Track Deliver Organizational Performance / Define Define Impact • Impacted groups defined: • Job aspect impact completed: • ADKAR milestone dates identified:
- 18. © Prosci. AllRights Reserved. 18 The achievements of an organization are the results of the combined effort of each individual. Vince Lombardi
- 19. © Prosci. AllRights Reserved. 19 Current Transition Future TC F C C C C C C C C C C C C C C C C C C C C C C C C T T T T T T T T T T T T T T T T T T T T T F F F F F F F F F F F F F F F F T T T F F F F F F F F Requires individuals to reach their own future state An organizational move to a future state
- 20. © Prosci. AllRights Reserved. 20
- 21. © Prosci. AllRights Reserved. 21 And your initiative will impact certain aspects of how people do their jobs Processes Tools SystemsCompensation Performance Reviews Reporting Structure Critical Behaviors Job Roles Location Mindset/Attitudes/Beliefs Aspects of a Person’s Job You Can Impact
- 22. © Prosci. AllRights Reserved. 22 Yesterday Job Aspect Tomorrow Size of impact Processes Systems Tool Job Roles Critical Behaviors Mindset/Attitudes/Beliefs Reporting Structure Performance Reviews Compensation Location Defining impact across the 10 aspects
- 23. © Prosci. AllRights Reserved. 23 Yesterday-Tomorrow defines Ability and Adoption Utilization Proficiency
- 24. © Prosci. AllRights Reserved. 24
- 25. © Prosci. AllRights Reserved. 25 Copyright Prosci 2014. All rights reserved. ADKAR Milestone Date Targets Project Phases: Timescale (weeks, months, quarters): Groups: A D K A R ADKAR Milestone Date Targets Project Phases: Timescale (weeks, months, quarters): Groups: A D K A R J F M A M J J A S O N D Example Group 1 3/18 4/19 5/26 7/12 10/15 Initiate Plan Design/Develop Deploy Sustain Prosci® ADKAR® Map: Timeline ADKAR Your Change Effort to Capture People-Dependent ROI © Prosci Inc. 2015. All rights reserved. Project/Initiative: A D K A R solutions@prosci.com +1-970-203-9332 www.prosci.com Mapping ADKAR Milestones to the Project Lifecycle Initiate Plan Design/Develop Deploy Sustain A D K A R Ocg Nov Dec Jan Feb March April May June July Aug Sept A D K A R A D K A R Example Group 1/5 2/10 3/25 4/30 7/29 Example Group Example Group 10/25 11/21 12/20 1/5 6/15 Example Group 12/20 1/20 2/16 3/2 8/10 Example Group 12/12 1/12 3/10 4/23 7/15 A D K A R A D K A R 1/5 2/10 3/25 4/30 7/29
- 26. © Prosci. AllRights Reserved. 26 Organizational Performance Define Track Deliver Individual Performance Define Track Deliver CM Performance Define Track Deliver CM Performance / Define Define CM Approach • Structured CM approach selected and applied: • Approach scaled and customized: • Sufficient dedicated resource(s): • Sufficient dedicated CM budget in place: • Team adequately prepared: • Sponsor coalition evaluated: • Integration with project plan scheduled/planned: • Change management plans created:
- 27. © Prosci. AllRights Reserved. 27 Phase 1 in the Prosci Methodology
- 28. © Prosci. AllRights Reserved. 28 Organizational Performance Define Track Deliver Individual Performance Define Track Deliver CM Performance Define Track Deliver Organizational Performance / Track Progress to Plan | PCT Assessment Progress to Plan • Technical Side Milestone Adherence • People Side Milestone Adherence • Schedule Adherence • Budget Adherence • KPI Adherence PCT Assessment • Leadership/Sponsorship • Project Management • Change Management Over time
- 29. © Prosci. AllRights Reserved. 29
- 30. © Prosci. AllRights Reserved. 30 Prosci PCT Assessment and Analyzer
- 31. © Prosci. AllRights Reserved. 31 Organizational Performance Define Track Deliver Individual Performance Define Track Deliver CM Performance Define Track Deliver Organizational Performance / Track ADKAR Assessment • ADKAR progress • By group • Over time • Toward defined milestones
- 32. © Prosci. AllRights Reserved. 32 ADKAR Dashboard
- 33. © Prosci. AllRights Reserved. 33 Organizational Performance Define Track Deliver Individual Performance Define Track Deliver CM Performance Define Track Deliver CM Performance / Track Progress to Plan | Best Practices Audit Progress to Plan • Sponsor roadmap implementation • Communication plan implementation • Coaching plan implementation • Training plan implementation • Resistance management plan implementation Best Practices Alignment Audit 1. Sponsorship 2. Approach 3. Resources 4. Integration 5. Employee engagement 6. Communications 7. Middle manager engagement
- 34. © Prosci. AllRights Reserved. 34 Phase 2 in the Prosci Methodology
- 35. © Prosci. AllRights Reserved. 35 Best Practices Audit
- 36. © Prosci. AllRights Reserved. 36 However beautiful the strategy, you should occasionally look at the results. Winston Churchill
- 37. © Prosci. AllRights Reserved. 37 Organizational Performance Define Track Deliver Individual Performance Define Track Deliver CM Performance Define Track Deliver Organizational Performance / Deliver Value Realization • Top 3 Metrics • Metric 1 • Metric 2 • Metric 3 • Additional Metrics • Performance • Date • Unit of measure • Current value • Target value
- 38. © Prosci. AllRights Reserved. 38
- 39. © Prosci. AllRights Reserved. 39 Organizational Performance Define Track Deliver Individual Performance Define Track Deliver CM Performance Define Track Deliver Organizational Performance / Deliver Adoption, Utilization, Proficiency • Key Adoption Metric • Performance, unit of measure, current value, target value • Key Utilization Metric • Performance, unit of measure, current value, target value • Key Proficiency Metric • Performance, unit of measure, current value, target value • Additional Metrics
- 40. © Prosci. AllRights Reserved. 40
- 41. © Prosci. AllRights Reserved. 41 Organizational Performance Define Track Deliver Individual Performance Define Track Deliver CM Performance Define Track Deliver CM Performance / Deliver CM Application Effectiveness • Top 3 Metrics • Performance • Date • Unit of measure • Current value • Target value • Additional Metrics • Focus: • Reinforcement, Sustainment, Lesson Learned
- 42. © Prosci. AllRights Reserved. 42
- 43. © Prosci. AllRights Reserved. 43 Organizational Performance Results and outcomesDefine Track Deliver Individual Performance Adoption and usageDefine Track Deliver Change Management Performance Effective CM Define Track Deliver Prosci Change Scorecard
- 44. © Prosci. AllRights Reserved. 44 How to access the Prosci Change Scorecard: All Access Portal Subscription (portal.prosci.com) Advanced Immersion (Aug 16-17 at Prosci HQ) Change Scorecard Advisory Workshop Change Management Project Support Engagement support@prosci.com
- 45. Prosci Solution Delivering organizationalresults 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