To check out the webinar presentation on-demand visit TalentWeek.com Eric D. Hieger ADP Specializes in peak performance, leadership, teamwork, executive development, change leadership/acceleration, communications, and strategic organizational development.

1. SCALING UP EXCELLENCE
Eric D. Hieger, Psy.D.
Senior Director, Change Leadership
Global Business Transformation
ADP
The Changing Nature of
Business & Behavior Change
in a Transforming World

2. Presented By:
Eric D. Hieger, Psy.D.
Sr. Director, Change Leadership,
Global Business Transformation, ADP
The Changing Nature of
Business & Behavior Change
in a Transforming World

4. CHANGE =

5. WHAT
IF…?

6. INCREASE
Pace
Amplitude
Scale
Complexity

7. ADAPT, MIGRATE, or DIE

8. CHANGE
=
Learning,
Unlearning,
New Learning,
Growth,
Next Level
Integration

10. Employees were empowered to take initiative in achieving the transformation’s
targets
The organization was energized through ongoing communications and
engagement
Sufficient resources were deployed against the transformation to make
progress at the necessary pace
Top 5 actions with the highest correlation with success
(In decreasing order of importance)1
The assessment phase of the transformation included identifying the
organization’s current capabilities and those that would be required to deliver
the transformation’s aspiration
Roles and responsibilities were clear, so people felt accountable for delivering
results
1
3
4
5
2
1 Regression analysis performed on all mechanisms identified in the survey identifying the correlation between the tactics and the degree of success of the
transformation. The “top 5” have been selected based on the highest beta, with a significance of 95%
SOURCE: McKinsey Quarterly Transformational Change survey, January 2010
More Science Than Art in Designing
Successful Change Programs

11. Change Leadership
Architecture and Design
Stakeholder Leadership
Activating and Sustaining
Commitment Change Management
Operational Execution
Stakeholder Assessment
and Readiness
Management
Communications and
Engagement Planning &
Execution
Risk and Issues
Management

12. Change the Way We Change:
5 Key Principles
Principle 1: Business is in a continuous state of
change (concurrent, fast, complex)… therefore
change management must become more agile,
continuous and iterative
Principle 2: Focus change management efforts
on the new reality and future state to
accelerate progress
Principle 3: Traditional communications are
no longer sufficient… change management
requires dynamic, continual conversation and
engagement

13. Change the Way We Change:
5 Key Principles
Principle 4: Expand the circle of
accountability for change… Value change
leadership which emerges from inside out,
outside in, bottom up, top down and across the
organization
Principle 5: Adoption and internalized
behavior change are the ultimate measure of
success of change management

14. AGILE – ability to react quickly (speed) & flex
ADAPTABLE – ability to adjust, regulate,
tolerate, & acclimate over time
RESILIENT – less stress, faster recovery
EMBRACING – welcoming change as a gift
and an opportunity to thrive
SEEKING – seeking change and/or destabilize
for intentional positive change,
i.e., improvement and innovation
CHANGE RESPONSE SPECTRUM
© 2014 Eric D. Hieger, Psy.D.

15. Change Leaders
Always Challenge
Themselves
& Others

16. • Critical & Strategic Thinking
• Creativity & Innovation
• Collaboration
• Learning Agility
• Network Leadership
– Influence Without Authority
Key Areas of
Talent Development

17. Network Leader:
Influence Without Authority
This role involves establishing strong network
performance by building, aligning, and enabling
broad networks both internal and external to the
organization. Network leadership is more about
influence than control; it is also a more indirect than
direct form of leadership, requiring leaders to create
a work environment based on autonomy,
empowerment, trust, sharing, and collaboration.
Source: CEB, The Rise of the Network Leader, 2013

18. The Change Champion’s responsibility:
lead the focus on change dynamics…
Change Champion responsibilities include:
Encouraging a disciplined approach to change leadership and management
activities for the change effort
Working with team members to identify and document the impact of change on
the organization and specific stakeholder groups (both risk and opportunity)
Working with the rest of the change team to develop the change story,
communications strategy, and messages for all stakeholder groups and those
affected by the change

20. Eric D. Hieger, Psy.D.
Sr. Director, Change Leadership
Global Business Transformation
Eric.Hieger@adp.com
www.linkedin.com/in/drerichieger
@drerichieger