TFT13 - Karen Ferris, Balanced Diversity

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TFT presentations Tomorrow's IT Service Future Today

At TFT13, I take the TFT12 presentation - Balanced Diversity: A Portfolio Approach to Organisational Change - a stage further and place the framework into a context of an organisational change methodology to ensure that the right practices for the change in hand are selected. No change is the same and therefore the practices employed to enable a successful outcome will be different for each change. This presentation will reveal the knowledge that must be gathered and the questions that must be answered to ensure the right practices are chosen and how that can be accomplished. To find out more about TFT, the only 24 hour global virtual ITSM conference, visit www.tomorrowsfuturetoday.com

Business Technology

© Macanta Consulting 2013 Balanced Diversity
Karen Ferris
Director, Macanta Consulting
Balanced Diversity
Which Practices for Which Change?

© Macanta Consulting 2013 Balanced Diversity

© Macanta Consulting 2013 Balanced Diversity
Portfolio Approach

© Macanta Consulting 2013 Balanced Diversity
Our Methodology

© Macanta Consulting 2013 Balanced Diversity
DARE Methodology
Discover
Assemble
Realise
Embed
BALANCEDDIVERSITY
APortfolioApproachtoOrganisationalChange

© Macanta Consulting 2013 Balanced Diversity
DISCOVER
Understand the
change
Understand the
organisation

© Macanta Consulting 2013 Balanced Diversity
ASSEMBLE
Change management team
Sponsorship structure
Sponsors and stakeholders Readiness assessment

© Macanta Consulting 2013 Balanced Diversity
REALISE

© Macanta Consulting 2013 Balanced Diversity
EMBED

© Macanta Consulting 2013 Balanced Diversity
Case Study

© Macanta Consulting 2013 Balanced Diversity
The Situation
• Lack of buy-in
• Reverting to old ways of working
• Disillusionment
• Frustration
• Apathy
• Isolated acceptance

© Macanta Consulting 2013 Balanced Diversity
Before

© Macanta Consulting 2013 Balanced Diversity
Selection Criteria
• Is it most likely to solve the problem / issue or address
the opportunity?
• Does it match the culture of the organisation / target
audience?
• Does it address the needs of the target audience?
• Does it address the stage of behavioural change of
the target audience?
• Are the skills available to carry out the practices?
• Can the skills be obtained (internally or externally)?
• Is there time?
• Are resources available (financial, people, materials,
logistics, supporting systems etc)?

© Macanta Consulting 2013 Balanced Diversity
After

© Macanta Consulting 2013 Balanced Diversity
• Recognise (ENGAGE)
• Allocate resources
(SIGNAL)
• Customise (COMMUNICATE)
• Create new roles
(ASSIGN)
• Assign responsibility
to senior leadership
(ASSIGN)
• Train (TRAIN)
• Monitor / track (ASSESS)
• Scan (LEARN)
• Learn from failure
(LEARN)
• Reflect (LEARN)
• Trigger (RAISE AWARENESS)
• Champion (CHAMPION)
• Ask (INVITE)

© Macanta Consulting 2013 Balanced Diversity
The Results
• Recognition of need to change
• Modelling of desired behaviours
• Involvement
• Show of commitment
• Increased capability
• Achievement of goals and objectives
• Foundation for the next change cycle

© Macanta Consulting 2013 Balanced Diversity
Summary
• Use the framework for all types of changes
• Use it within a change management
methodology e.g. DARE
• Ensure a balanced portfolio approach
• Choose a diversity of practices
• Use it for each change
• Revisit on a regular basis

© Macanta Consulting 2013 Balanced Diversity
Email: Karen.Ferris@macanta.com.au
Website: www.macanta.com.au
www.karenferris.com
Twitter: @karen_ferris
Facebook: http://www.facebook.com/MacantaConsulting
Mobile: +61 (0)425 728 498

TFT13 - Karen Ferris, Balanced Diversity

Why do 70-90% of merger and acquisition deals fail to meet objectives? What route do you take to ensure a successful integration? PYA recently released, “Lessons from the Field for Effective Post-Affiliation Integration,” offering guidance for healthcare provider organizations seeking to broker lucrative mergers, acquisitions, partnerships, and other affiliations. Now, PYA has released an accompanying Merger Integration Infographic, which demonstrates that merger integration success goes well beyond simply drawing up and signing off on the deal. The infographic takes you on a journey of a merger or acquisition–the perceptions organizations have as they go through the process, the perils along the way, the reality of what happens once the “ink dries,” and the often-failed objectives that result. It illustrates a timeline of emotions and challenges, the tightropes one must walk during and after the deal, and the objectives of PYA’s integration management office, which helps organizations achieve successful integration and exceptional results.

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TFT13 - Karen Ferris, Balanced Diversity

1. © Macanta Consulting 2013 Balanced Diversity Karen Ferris Director, Macanta Consulting Balanced Diversity Which Practices for Which Change?

6. © Macanta Consulting 2013 Balanced Diversity DARE Methodology Discover Assemble Realise Embed BALANCEDDIVERSITY APortfolioApproachtoOrganisationalChange

8. © Macanta Consulting 2013 Balanced Diversity ASSEMBLE Change management team Sponsorship structure Sponsors and stakeholders Readiness assessment

12. © Macanta Consulting 2013 Balanced Diversity The Situation • Lack of buy-in • Reverting to old ways of working • Disillusionment • Frustration • Apathy • Isolated acceptance

14. © Macanta Consulting 2013 Balanced Diversity Selection Criteria • Is it most likely to solve the problem / issue or address the opportunity? • Does it match the culture of the organisation / target audience? • Does it address the needs of the target audience? • Does it address the stage of behavioural change of the target audience? • Are the skills available to carry out the practices? • Can the skills be obtained (internally or externally)? • Is there time? • Are resources available (financial, people, materials, logistics, supporting systems etc)?

16. © Macanta Consulting 2013 Balanced Diversity • Recognise (ENGAGE) • Allocate resources (SIGNAL) • Customise (COMMUNICATE) • Create new roles (ASSIGN) • Assign responsibility to senior leadership (ASSIGN) • Train (TRAIN) • Monitor / track (ASSESS) • Scan (LEARN) • Learn from failure (LEARN) • Reflect (LEARN) • Trigger (RAISE AWARENESS) • Champion (CHAMPION) • Ask (INVITE)

17. © Macanta Consulting 2013 Balanced Diversity The Results • Recognition of need to change • Modelling of desired behaviours • Involvement • Show of commitment • Increased capability • Achievement of goals and objectives • Foundation for the next change cycle

18. © Macanta Consulting 2013 Balanced Diversity Summary • Use the framework for all types of changes • Use it within a change management methodology e.g. DARE • Ensure a balanced portfolio approach • Choose a diversity of practices • Use it for each change • Revisit on a regular basis

19. © Macanta Consulting 2013 Balanced Diversity Email: Karen.Ferris@macanta.com.au Website: www.macanta.com.au www.karenferris.com Twitter: @karen_ferris Facebook: http://www.facebook.com/MacantaConsulting Mobile: +61 (0)425 728 498

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