Achieve the best return on investment with our tips for setting Change Management training up for success.

1. Presented by
Catherine Smithson
June 2016
Setting up Change
Management Training
for Success in 2016

2. Introducing Being Human
• Founded in 1993
• Our mission: develop
change-capable
people and
organisations so they
achieve the benefits of
change.
• 10th anniversary as
Prosci’s Primary
Affiliate in Australia
and New Zealand.
2

3. Agenda
1. The challenge of Change
Management training
2. Role based training
• What it is
• How it works
3. Being Human’s approach
to building individual
capability
4. Q&A
3

4. The Challenge of Change Management training
• Budget and time;
• “Magic bullet” for issues on
a project, resistance and
people issues;
• Ownership L&D/ OD or
project delivery;
• On the job application
• Others?
4

6. Quotable quotes
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“Who are you and what am I
doing on this course?”.
“As Project Manager, am I
expected to become the
Change Manager for my
project after this program?”
.
“I think our Executive team
would really benefit from
training in Change
Management but they won’t
make the time available.”
“The training was timely and
well paced. It was responsive
to the level and needs of the
group.. I look forward to
implementing it.”
“Absolutely the single most
valuable and timely course
I’ve ever been on - it
exceeded my expectations.”
“An excellent facilitator who
created an open environment
for honest discussion. Really
relevant to what’s happening
to me, my team and my
organisation.”

7. Best Practices update on who receives training
• Significant increase in
training for Change
Management Resources
(72% up from 51%)
• Decline in training for all
other groups
• 76% of participants said
their organisation didn’t
prepare managers for
change
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72%
44%
37%
31%
15%
0% 20% 40% 60% 80%
Change Management
Resources
Project team
People Leaders
Executives
Impacted employees
Percent of Respondents
Groups that received CM Training
3%
3%
29%
47%
3%
0% 10% 20% 30% 40% 50%
Strongly agree
Agree
Disagree
Strongly disagree
Unsure
Percentage of Participants
Did your organisation adequately prepare people
leaders during change?
2016 Best Practices in Change Management Report.
1120 participants in 56 countries. Prosci copyright 2016.

8. “The challenge is not how good we are at
organising Change Management training,
it’s treating it as a change that needs a
Change Management approach.”
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The Five Building Blocks for
Successful Change

9. Applying Prosci’s ADKAR Model: Awareness
9
• Do key stakeholders
(Executives, Project Leaders)
understand the contribution of
Change Management to
project results?
• Is there a shared
understanding of roles in
change?
• Executive Sponsor
• Project Leader/Manager
• Change Professionals
• People Leaders
• Employees
• Plus Subject Matter Experts,
Change Champions?
Change Management is
a team sport -
everyone plays their part

11. Applying Prosci’s ADKAR Model: Desire
• Is Change Management on
projects adequately funded and
resourced?
• Do Executives and other key
decision makers see Change
Management as a investment
in project success, or a cost?
• Is there “magic bullet” thinking?
• For benchmarking data on
investment level see 2016
Prosci Best Practices Report
• Building Change Management
capability is not free, so funds
need to be invested wisely.
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12. Internalize ABC
of sponsors
Internalize CLARC
role in change
Expect and
Thrive in Change
The effectiveness of research based,
role based training
Design solutions
with adoption
and usage in mindExecs &
Senior Leaders
Front-Line
Associates
Middle Managers
& Supervisors
12

13. Action Learning Program Key Change Enabling Roles
Senior Leadership
Change Practitioners
Project Teams
Managers
Front Line Employees
Prosci Sponsor Briefing
(1/2 day)
Prosci Certification Program
Experienced Practitioner Program,
ECM Boot Camp
Prosci Delivering Project Results
Workshop for PMs (1 day)
Prosci Managers Program
(1 day)
Prosci Employee Program
(1 day)
Role-BasedTraining
CoachingSupportHow role based training works
13

14. Prosci Enterprise Change Management Boot Camp
• 1 day
• Plan your approach to
building Change
Management capability
• For Enterprise Change
Management Leads or
experienced change
professionals who want to
take the next step
• Assess Change Management
Maturity, update on best
practices, build/refine ECM
Plan.
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Change Practitioners
2016 Public Programs
Perth: October 4
Sydney: November 9
Auckland: November 15
In House 1 and 2 day
programs also available.

15. Successful ECM plans cover training and application to
major changes
CM
Build
Individual
Competencies
Integrate into
Changes, Projects
and Programs
Initiate Plan Design Develop Deploy
“Go
Live”Kick
off
Phase
3:
Reinforcing
Change
Phase
2:
Managing
Change
Phase
1:
Preparing
for
Change
A D K A R
Strategy Plans Measures
General
Project
Lifecycle
Individual
Change
Journey
Milestones
Organizational
Change
Mgmt
Activities
Major
events
Prosci®
ADKAR ®
Model
Prosci®
3-Phase
Process
Execs &
Senior Leaders
Front-Line
Associates
Middle Managers
& Supervisors
Initiate Plan Design Develop Deploy Sustain
15© Prosci Inc. All rights reserved www.change-management.com

16. HR systems that foster individual competencies
Execs &
Senior Leaders
Front-Line
Associates
Middle Managers
& Supervisors
Hiring
On-boarding
Training
Coaching
Objectives
Competency
Models
Development
Plans
Performance
Reviews
16

17. Prosci Change Management Certification Program
• Global Certification
• Public and In House Options
• Three days
• Action learning: bring current
change project & create a
Change Management Plan
• Includes Prosci Toolkits and
Resources @ $1750 per person
• Feedback & coaching from our
experienced Consultants and
Facilitators
• Ongoing support and
professional development from
Being Human
17
Change Practitioners
2016 Public Programs
Sydney
Melbourne
Brisbane
Perth
Wellington
In House programs also
available
min 12 participants

18. • 3 days
• For experienced Change
Professionals
• Master class in application of
Prosci Methodology
• Intensive, personal coaching
• Workshop of participant case
studies
• Topics:
• History and evolution of Change
Management
• environmental success factors
• Portfolio Change Management
• Enterprise Change Management.
18
Change Practitioners
Prosci Experienced Practitioner Program
2016 Public Programs
Sydney: November 23 - 25

19. Prosci Change Management Sponsor Briefing
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Target Audience:
Senior Executive Team
Project Sponsors
• 5 – 6 hours
• Custom designed to achieve
agreed outcomes
• Option of Strategic Change
Health Assessment of 4 – 6
change projects
• Topics:
• ROI of Change Management
• Review of organisation’s change capability
to deliver current strategy
• Role of Sponsors in change
• Role of Managers in change
• Create Sponsor Roadmap
Senior Leadership

20. Prosci Change Management Program for Managers
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Target Audience:
Middle Managers
Team Leaders
Technical specialists and
professionals
• Global program
• 1 day
• Action learning: managers
bring a current change, apply
tools and create a Change
Plan for their team
• Topics:
• Why Change Management?
• Role of Managers in change
• Key change concepts
• Prosci Process for managers
• ADKAR® Model
• Top 10 steps for Managing
Resistance
Managers

21. Prosci Delivering Project Results Workshop for Project Managers
• 1 day
• Get Project Managers and
teams, IT specialists, BAs,
SMEs on board with CM
• Bring a current change
• See connection between
adoption and usage and
achieving results
• Includes $300 worth of
Prosci cloud tools
•
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Project Teams
2016 Public Programs
Brisbane: September 13
Perth: October 5
Canberra: October 11
Melbourne: November 8
Auckland: November 14
Wellington: November 17
In House programs also
available
min 12 participants

22. Prosci Change Orientation for Employees
• ½ - 1 day
• Action learning: team
members bring a current
change to use
• Topics:
• Key change concepts
• Coping with change
• ADKAR® Model
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Target Audience:
Team members
Employees

23. Being Human Navigating Change Workshop
• ½ or 1 day
• Strengthen your change
champion network
• Action learning: bring a
current change to use
• Topics:
• Understanding your own
and others individual
change styles
• Tailoring your
communications
• Understanding the stages
of acceptance of change
• Building personal resilience
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Change Champions

24. Being Human’s approach
• Begin with the end in mind -
what’s your outcome for getting
better at managing change?
• Understand the business context
and objectives
• Is training the best solution –
what problem are we trying to
solve?
• Build the right support framework
for ABILITY - what happens
before and after the training?
• Deliver the right program at the
right time to the right audience
• Our experienced senior Change
Professionals, are expert
facilitators who focus on results
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26. Q&A

27. More info
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Being Human
beinghuman.com.au
Prosci
• change-
management.com
• prosci.com
• portal.prosci.com