FACILITATING CHANGE SHRM ATLANTA WEBINAR

Transcription

1 FACILITATING CHANGE SHRM ATLANTA WEBINAR STUART SMITH, SPHR, CMF The trouble with the future is that it usually arrives before we are ready for it Arnold H. Glaslow

2 FACILITATING CHANGE OVERVIEW Getting Started Change Happens the certainty of uncertainty Facilitation to make easy Closing Why facilitation? The roles of a change management facilitator Change management work to be facilitated Questions Resources and next steps

3 GETTING STARTED It must be remembered that there is nothing more difficult to plan, more uncertain of success, nor more dangerous to manage than the creation of a new order of things. For the initiator has the enmity of all who would profit by the preservation of the old institutions, and merely lukewarm defenders in those who would gain by the new ones. -- Machiavelli, The Prince, 1513

4 GETTING STARTED Dialing into radio station WIIFM What is your change challenge that is most difficult to address? Type into dialog box on the Dashboard and I will try to address in presentation At anytime Feel free to type in a question A little about me...

5 THE COST AND TOLL Change Management the Challenge(s) It is estimated that $ will be spent on change efforts each year Change failure rates range from % to % Of the change projects that are completed % of the functionality is cancelled, unused or underused % of change projects that are terminated early, installed and then abandoned, installed simultaneously with another change causing confusion

6 CHANGE HAS CHANGED THE CERTAINTY OF UNCERTAINTY B C A Adapted from ODR, Inc. Copyright 1995

7 Rate of Acceleration CHANGE HAS CHANGED THE CERTAINTY OF UNCERTAINTY The Combined Effect Produces A Highly Turbulent Work Environment. Adapted from ODR, Inc. Copyright s 2010

8 CHANGE IS PERSONAL External / Environment Denial Commitment CURRENT FUTURE Resistance Exploration Adapted from William Bridges, 1990 Internal / Self

9 A TALE OF TWO CITIES Installation Goals Activities Schedules Easy to measure Only the impetus for change Realization Goals Desired results why the change was needed Takes more time than expected Unmeasured and unmeasurable unknown and unknowable The real change to include the increased ability to change

10 WHAT S TAKING SO LONG? Current Date? Commitment Exploration Resistance Denial Awareness Adapted from ODR, Inc. Copyright 1995 Executive Senior Managers Front Line Front Line Team Managers Supervisor

11 KOTTER EIGHT REQUIREMENTS FOR SUCCESSFUL CHANGE Adapted from John Kotter, HBS 1996 Establish a Sense of Urgency Create the Guiding Coalition Develop a Vision and Strategy Communicate the Change Vision Empower Employees for Broad-based Action Generate Short-term Wins Consolidate Gains and Produce More Change Anchor New Approaches in the Culture

12 ROLES IN A CHANGE PROCESS Sponsor - Individual/group who legitimizes the change Change Agent (FACILITATOR) - Individual/group responsible for implementing the change Advocate - Individual/group who wants to achieve a change but does not possess legitimization power Targets - Individual or group who must actually change Adapted from ODR, Inc. Copyright 1995

13 TO MAKE EASY FACILITATION

14 THE EFFECTIVE FACILITATOR What is a facilitated session? A facilitated session is a highly structured meeting in which the facilitator guides the participants though a series of pre-defined steps to arrive at a result that is created, understood and accepted by all participants The Effective Facilitator

15 The Effective Facilitation Methodology 15

16 THE EFFECTIVE CHANGE MANAGEMENT FACILITATOR Roles, Qualities and Skills Knowledgeable Facilitator knows facilitation tools, processes and techniques AND change management, organizational development, quality, leadership, the organization, culture... Persistent last one to quit, gives the energy that is needed by the group Paternal understands group dynamics, shows empathy, objective, fair and firm, praises Intuitive can see, sense and feel what is not observable Present focused and in the moment Referee manages dysfunction Task Master absolute focus on objectives, time, task standard Active listener able to understand the words and the meaning

17 THE SPONSOR INTERVIEW

18 HIGHLY STRUCTURED MEETINGS CHANGE MANAGEMENT The Sponsor Interview Vision Realization vs. Installation Barriers and success factors Skills required Asking great questions Consultative Selling Products Change Charter

19 THE EFFECTIVE CHANGE FACILITATOR SPONSOR INTERVIEW The 5 P s: PURPOSE Why are we having this session? PRODUCT What do we need to have when we are done? PARTICIPANTS Who will be attending? What are their attitudes? PROBABLE ISSUES What issues will be addressed? PROCESS What steps will get us there?

20 LET S WORK IN TEAMS! 20

21 HIGHLY STRUCTURED MEETINGS CHANGE MANAGEMENT The Team Launch Create, understand and accept both the change and the need to work effectively together Skills required Effective Facilitation Understanding of team development and dynamics Products Team Charter Project Plan Communication Plan

22 CHANGE MANAGEMENT RESPONSIBILITIES AND TASKS Role Assessment Meetings, observations, written assessments Sponsor Change agents Advocates Targets Risk Assessments Meeting, observations, written assessment Installation goals Realization goals Financial risks Talent risks Unintended consequence assessment

23 CLOSING QUESTIONS?

24 RESOURCES SHRM Atlanta and National website Books, e-books Leading Change Kotter Our Iceberg is Melting Kotter Managing Transitions Bridges Managing at the Speed of Change Conner Good to Great Collins YouTube P3 Professionals Change Drivers Bronze Age Orientation Day Monty Python Giraffe Kubler Ross Stages of Grief Adult Swim TED How do ants know what to do? me and I ll send you more

25 FACILITATING CHANGE NEXT STEPS The Effective Facilitator 4 Days Customized to Your Project 20% Discount for SHRM Participants = $1595 Change Management Consulting = 20% discount 30m free 8 sessions on December 20 th, sessions on January 12 th, 2012 Stuart Smith, Certified Master Facilitator 1sjsmith@bellsouth.net