This document discusses change management and transformation within organizations. It provides guidance on assessing the organization, developing a vision for change, communicating the need for change, engaging stakeholders, managing resistance, reinforcing the change, and ensuring its sustainability. The key aspects highlighted are developing a compelling vision and communication plan, empowering change leaders, addressing risks, monitoring progress and issues, and celebrating successes.

1. What Matters….?
Transformation & Change
Management

2. “Better” Business-Requires Coaching
“Managing” Organizational Change
•Strategic Planning (there is a future?!)
•Organizational Development (they care!)
•Talent Assessment (they recognize!)
•Coaching (they help!
•Incentives (they reward me)
•Customer Experience (they care?)
•Employee’s Feedback (they care?)

3. Imagine Bigger Change
•Executive Issues & Business Opportunity Meetings
•View change with increased scope with greater impact
•Increased & different level of Conversation. Empowered Users
•Increased ownership as a Change Management Team for LT
•Readiness Assessment transition
•From “Benchmarking” to People Assessment
•Agreed “Methodology” and process for changes

5. Framework for Change

6. The Nuts & Bolts
• A compelling “story”- rebuild trust/urgency
• Performance metrics for target objectives.
• Visibility of executive team, sponsors
essential.
• Mobilization of key Leaders to lead Change for
each functional area
• Engagement & buy in critical.
• Tailored broad & deep Communication Plan.

7. Organizational Change Maturity
• Commitment to Change
• Degree & scale of business problem(s)
• Clarity of purpose
• Willingness to listen
• Level of flexibility
• Perceived “honesty”
• Egos in check!
• Quality of communication
• Level playing field
• Non hierarchical
• Active H.R.

8. Preparing for Change
•Understanding the nature
of the change
•Understanding the groups
being changed
•Creating the right
sponsorship model and
coalition
•Identifying risks
•Developing special tactics

9. Managing Change
•Communication plan
•Sponsor roadmap
•Training plan
•Coaching plan
•Resistance mgmt
plan

10. Reinforcing Change
•Compliance audit
reports and employee
feedback
•Corrective action plans
•After action review
•Transition management

11. “AS - IS” Organization
• Make time
• Document key processes (20/80)
• Interview key staff & executives
• Document & Review roles & responsibilities
• Listen to “complaints & frustrations” internal
• Survey Customers complaints & frustrations
• Look to “outcomes” & bottlenecks to simplify
• Quantify benefits
• Check for pockets of resistance

12. “To-Be” Organization
• INSPIRATION!
• New vision & benefits.
• Communicate key concepts of the change
• Listen! For further input
• Teams to review and examine pros and cons
• Jointly agree communication plan
• Jointly develop implementation plan
• Ongoing communication
• Monitor for issues as they come up
• Focus on issues, not “positions”

13. The Bottom Line
• Share the Change Vision- Customers,
Vendors, Partners
• Be steadfast!
• Allow time for the change
• Continue to connect, communicate, and
listen.
• Be authentic
• Celebrate!

14. Implementation Plan
• Kick Off Announcement
– Message-Compelling Vision, Urgency.
• Governance-Change Management Guidance Counsel
• ONE Communications Plan- Customers, Vendors, Employees,
Stakeholders,
• Identify & Engage Shareholders
• Mobilize Change Leaders Roles/Tasks
• Empower Action!
• Transition Teams – Workshops- New Agenda-Traffic Lights Reporting
• Backfills
• Define detailed steps for transition for each area
• Organizational Readiness
• SAP System Implementation
• Separation Process/Date
• Training Strategy & Support Plan-
• Transition to new organizations