FROM HR CONSULTING TO LEADING: ACTIONABLE STRATEGIES TO LEAD ORGANIZATIONAL CHANGE

Transcription

1 FROM HR CONSULTING TO LEADING: ACTIONABLE STRATEGIES TO LEAD ORGANIZATIONAL CHANGE Jessica Caldwell Nissan North America

2 Who I am..

3 What I do Talent Management Leader for Nissan globally Enable the strategic engagement, development, and placement of Nissan people leaders globally Actively work to lead change & influence transformation

4 What do you think? % of Organizational Changes that Succeed vs Fail? Top Reasons Change Initiatives Fail?

5 Today s Discussion Leading Change 4 Mindsets 1 Story 6 Dimensions Go Accelerate!! Lively and Interactive Learning Session

6 FOUR MINDSETS! Write these down!

7 Mindset # 1- No Perfect Playbook The approach flexes to the initiative!

8 Mindset # 2 Embrace Politics & Agendas Have you ever heard the following statements??

9 Mindset # 3 Action Oriented Don t wait around to be asked to join the conversation

10 Mindset # 4 Success is Achievable (or Failure is Not an Option) Believe you will succeed! Role model it!

11 REAL LIFE STORY

12 NCI Eastern Region Toronto, Ontario NCI Western Region Vancouver, BC Nissan/ Infiniti Midwest Chicago, IL NNA HQ Franklin, TN Silicon Valley Sunnyvale, CA NDA San Diego, CA Nissan/Infiniti West Irvine, CA ATC Stanfield, AZ NMEX Manufacturing Civac, Morelos Nissan Central Dallas, TX NMEX Research and Development Toluca, Mexico Nissan Mountain Region Denver, CO Nissan NW Region Bellevue, WA Nissan Mid-West Region Herndon, VA Design Build Sell Customer NCI Head Office Mississauga, Ontario NCI Quebec Region Montreal, Quebec NTCNA Farmington Hills, MI Nissan/Infiniti East Somerset, NJ NNA Smyrna/ Decherd Smyrna & Decherd, TN Nissan/ Infiniti Southeast Atlanta, GA NNA-Canton Canton, MS NMAC Dallas, TX NMEX Head-quarters Mexico City, Mexico NMEX Manufacturing & Finance Aguascalientes (1 & 2), Mexico 12

13 My world NISSAN NORTH AMERICA HEADQUARTERS Typical Headquarters Functions Beautiful, manicured campus Gym, indoor/outdoor cafeteria, convenience store, Starbucks, covered parking, smart meeting rooms, onsite medical facilities and dry cleaning!

14 So what s the deal? Fast-paced, demanding work environment Exciting, but challenging workloads Boomer meets Gen X meets Millennial Cross-cultural, global work requirements Diverse workforce at varying life stages Desire to be #1 place to work in automotive I need flexibility!!!

15 HOW WE OPERATE TODAY IF WE MAKE THE CHANGE.

16 Opportunity for HR Change Leader! What role does Jessica want to play in leading organizational change?

17 Cross Functional Team of Like- Minded Individuals

18 Remember our Four Mindsets 1. No Perfect Playbook 2. Embrace Politics and Agendas 3. Take Action 4. Success is Achievable (Failure is Not an Option)

19 DAY 1 ME Change Opportunity Excited. Let s Dive In!

20 Now what?

21 SIX DIMENSIONS OF CHANGE! Write these down!

22 Six Dimensions to consider 1. Goals What do I want to achieve? 2. Leadership How will I engage leadership & key stakeholders? 3. Focus Systems & Process? People and Culture? 4. Project Mgmt What is my plan and how will I achieve it? 5. Incentives How will this change reward my organization? 6. Measures of Success How will I measure my wins?! Take a moment to identify a change project you want to drive, write it down! Source: Harvard Business Review

23 BACK TO THE DRAWING BOARD

24 Dimension 1: Goals 1 2 Create a flexible work environment for Nissan employees Foster trust between employees and management 3 Give employees a tool to manage workloads working differently, not less!! What goals do you want to accomplish with your change initiative?

25 Dimension 2: Leadership Understand the politics, gain buy-in, leverage your stakeholders Who will influence decisions? Nissan Who may be an obstacle to progress? Who fears the possible change? Who benefits from it? Who has cultural credibility and who doesn t?! What is the climate in your organization?

26 SIDE BAR! So how do you influence key stakeholders anyway?? Work behind the scenes Test your ideas and listen for openings Ask questions (Socratic method!) Create awareness, plant seeds Bring together stakeholders and push? Help them envision what will happen if they don t change? Listen, listen, listen Be patient

27 Dimension 3: Focus My example: People People=Culture Why does it matter? Hardware vs Software Tangible vs Abstract Immediacy vs Patience! Identify your focus.

28 Dimension 4: Project Mgmt 1. Build the business case Nissan Flexible Work Arrangements 2. Stakeholder Buy-in 3. Structure a Pilot Program 4. Report Results 5. Create Roll-Out Plan 6. Launch Culture Campaign! Reflect on some high level project steps.

29 SIDE BAR! Key elements I learned to include in a change project plan: Always build your business case it is the best way to gain buy-in Roles & Responsibilities you can t be the only one running the show Bake in extra time, always it s better to take the long road and get everyone on board Don t discount the benefits of a pilot! Invest in your communication plan

30 Dimension 5: Incentives Give them a reason to change!! What is your org s incentive to change?

31 Dimension 6: Measures of Success Key Talent Attrition Universum Workplace Rankings Employee Survey! Brainstorm potential measures of success.

32 GO ACCELERATE!

33 Accelerating change Create momentum and inertia Leverage the power of multiple teams Find co-conspirators Work through leaders or teams with a strong voice Network, network, network give away your ideas Connect team agendas to the future state

34 Take calculated risks

35 Coach Leaders to tell the change story

36 How can you accelerate change? Who are your co-conspirators? Which team or function has a strong voice? Is there a calculated risk you can take? What do you need to do before acting to stay safe? What story will you tell?! Jot down your acceleration ideas!

37 RESOURCES

38 Case studies, books, educators, consultants, practitioners, zealots

39 John Kotter Identify and gain support from important people who can influence others in the organization

40 Dale Carnegie ENHANCE RELATIONSHIPS GAIN COOPERATION BE A LEADER: Change People Be a Leader Gain Cooperation Enhance Relationships

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42 In Closing. Leading change can be stressful, it can also be rewarding and fun Remember our Mindsets and Dimensions..

43 Call to Action. What is the one thing I commit to doing as soon as I return to work Monday? Go forward and change the world.

44 Please share your story & stay connected!