Prosci Employee Orientation

Transcription

1 Prosci Employee Orientation Prosci s Best Practices in Change Management research indicates that a key obstacle to success of major change projects is employee resistance and the ineffective management of the people side of change. Employees resist change when they lack the awareness of why change is happening and what is in it for them? Employees also demonstrate resistance when the uncertainty around change is high, which stems from a lack of involvement in the change process. Prosci s Employee Orientation Program enables organizations to directly involve employees in changes underway by - building their awareness of the current change and enabling them to interact with management on a constructive basis to regain some personal feelings of control. Prosci Canada is a learning and development company that specializes in building a change management competency within organizations. Prosci Canada is the exclusive Canadian primary affiliate of Prosci, a US based research firm, internationally acclaimed for its change management process, tools, and best practices research. The underlying research spans 9 longitudinal studies over 17 years, involving more than 4,500 change agents worldwide. Heralded as best- of- the- best by end- user organizations, the Prosci methodology is being adopted by Fortune 500 companies, health care providers and government departments/ agencies around the world. Program Overview Prosci s Change Management Orientation Program is a one- day workshop designed for frontline employees who are directly impacted by a current change. Offered as a client on- site program, it introduces employees to key change management concepts, Prosci s Change Management Process and tools. This enables employees to gain a feeling of control over the change management process and fosters their commitment and alignment to the need for ongoing change. Specifically, the program enables the employees 1) to identify their concerns about the change 2) To effectively surface these concerns and, 3) To successfully engage their managers and supervisors about their concerns. Phone: Toll Free info@prosci.ca 1

2 By engaging the employees in the above, the program aids the managers and the supervisors with the employee perspective (captured on flipcharts and worksheets during the workshop) and enables them 1) To build their awareness of the specific employee barriers to change and 2) To effectively facilitate and manage their employees through change. During the program participants utilize: Prosci s Change Management Process The Employee Orientation to Change Workbook and the ADKAR Model Through series of group discussions and break out exercises employees assess and evaluate past and the current changes to uncover 5 keys to a successful change. They apply the ADKAR tool to better understand the people side of change process to discover their own barriers or concerns to a current change. They develop action plans regarding how they plan to address their barriers to change and outline steps needed to engage in the current change. Program Outcomes To summarize, the program enables the employees to - Gain a feeling of control over the current change and the change process Utilize the knowledge on the 5 keys to a successful change Learn to apply the ADKAR tool to surface their concerns Understand how to engage the management team successfully on their concerns Take ownership and accountability of their own success with the change Program Outline & Topics The program includes instructor- led facilitation of various topics and numerous break- out sessions that provide a hands- on, interactive experience with the tools and assessments. The general lay- out of the program and the broad categories of topics covered include: 1. Understanding the Change Process a. Change as a process b. States of change: Current, transition and future states c. The role of culture and values

3 d. Breakout exercise: organizational change e. Resistance to change f. Breakout exercise: individual change analysis g. Emotional reactions to change h. Senders and receivers i. The tall tale story and discussion 2. Taking Control of Change a. Applying the ADKAR model b. Breakout exercise: personal ADKAR worksheet c. Evaluating ADKAR 3. Engaging Now a. Impact of changes underway in your organization b. Breakout exercise: areas affected by change c. Breakout exercise: business ADKAR worksheet d. Creating individual action plans e. Group presentations The program requires the employees to pre- read the first nine chapters of the book ADKAR : A Model for Change in Business, Government and our Community, or, An Employees Survival Guide to Change; depending on which book is chosen for the program. Please refer to the section on Program Requirements. About Prosci s Change Management Process Prosci s Change Management Process is a planned, systematic approach designed to take the organization through three distinct phases preparing for change, managing change and reinforcing change. Comprehensive as it addresses the change at all levels within the organization, from the top executives to the front- line employees Proactive- as it prepares the organization to anticipate resistance before it arises and assess gaps in ability Simple- as it is easy to apply within the organization. The variety of tools, assessments, templates, check lists provide the user with 1) a step- by- step approach through the process 2) a framework for evaluating progress Integrative- as it is designed to integrate with Project Management

4 Customized- as it allows the organization to scale their change management effort according to the size and complexity of the change About ADKAR Model The ADKAR model is a valuable tool for understanding and managing change at an individual level. The model suggests that, successful change can be brought about by establishing the five key building blocks of change - Awareness, Desire, Knowledge, Ability and Reinforcement. When these five building blocks are present, change happens. The model provides the foundation for building change at the organizational level. The ADKAR model is a versatile tool that can be used as: A planning tool that ensures that the five key elements have been built into the change management plans. A coaching tool that enables managers and supervisors to focus on the elements to be built with their employees during various stages of change. An assessment tool that promotes conversations when engaged on one- on- one basis, or used as a survey to zero- in on the barriers to change, identify gaps and inform action. Why Partner with Prosci Canada? Prosci Canada is a learning and development organization that specializes in building a change management competency within organizations. We have carved out a niche as a change management specialist and serve as a one- stop training and services provider for client organizations. The Prosci Canada team consists of seasoned executives and highly qualified members who bring with them years of industry experience, expertise, passion, talent and energy. Our commitment to high quality instruction and facilitation backed with our guarantee for satisfaction has allowed us to become a leading choice among organizations. Some of our clients include: Oil & Gas Companies Hospitals High Tech Companies Federal Government Departments Banks Provincial Governments ehealth Organizations Professional Associations

5 Mining Companies Gas and Electrical Utilities Non- Profit Organizations Manufacturing Organizations Municipal Governments Engineering Firms Management Consultants Agriculture & Farming Organizations Insurance Companies The Nuclear Industry Universities Defense Organizations Our comprehensive set of training programs and services are designed to cater to not only current but foreseeable organizational change management needs. Some of our other Prosci Change Management Programs include: 3- day Change Management Certification Program for CM professionals 5-6 hour Change Management Executive Sponsor Program for Executives One- day Change Management Manager s Program 5 hour Prosci Delivering Project Results Workshop (DPR) Program Our advisory services include hands- on coaching sessions that aim to deepen change management expertise within the organization. We offer: Customized sessions to advise and facilitate certified members of the CM team to build a robust strategy and create change management plans for their change project Customized Change Portfolio Management sessions to build a competency around prioritizing, managing and control of multiple change initiatives Customized sessions for deploying Enterprise Change Management to develop an organization- wide internal change management competency

6 Program Requirements 1. Participant Pre- reading The participants are required to read the first nine chapters of the book ADKAR : A Model for Change in Business, Government and our Community, or, An Employee s Survival Guide to Change. 2. Sponsor Invitation & Kickoff Participants have the best experience with this program when they are aware of the need for change management in their business, understand why they have been invited to the program, and have a strong desire to participate. This awareness and desire is most strongly influenced by a senior leader who acts in the role of 'sponsor' for the program. The sponsor is asked to both send the invitations and kick off the program. This helps to set the expectations for the program and explain why it is important for the participant to attend. 3. Logistics Classroom space and A/V equipment for on- site programs must be provided by the client. Program requirements include one main class room to be set up with team tables for some group discussions. A/V equipment includes two easels and easel pads, one PC projection unit and one screen.

7 Success Factors for the Program The following factors contribute to the success of the program on client site: 1. Effective Sponsorship: As discussed previously, the participants have the best experience with this program when they have strong desire to participate. This awareness and desire is most strongly influenced by a senior leader who acts as the 'sponsor' for the program. The sponsor plays a critical role in encouraging attendance and participation for the program. The sponsor is required to be present to kick off the program. 2. Management Support: Participants gain more when their immediate supervisor is supportive of their attendance in the workshop and formally invites them to do so. 3. No Observers: Participants find it difficult to open up and tackle tough issues in the presence of their managers and supervisors. It is important that the employees managers and supervisors are not present in the workshop. This has been found to positively affect learning and provide an environment conducive for candid conversations to take place. 4. Project definitions. The program is based on hands- on application of change management concepts to live projects happening within the organization. Providing a pre- session debrief for the Prosci Canada instructor ensures a more meaningful interaction with the group. 5. Client Contact: The primary contact for the program is the individual that coordinates with Prosci Canada on all logistics necessary for the preparation and implementation of the program. This client contact will be referred to as the coordinator and he or she must ensure that the coordinator s checklist is complete. The overall accessibility, responsiveness and actions taken by the coordinator are critical for the success of the program. 6. Managing Expectations: Participants react better to the program when they know what to expect, especially in terms of location, schedule, course times and any special activities for which they must prepare. 7. Environment: Many elements contribute to an effective environment for the program including overall classroom size, break- out rooms, activity areas, room temperature, food and the overall surroundings. Each of these can either contribute to or detract from a successful program.

8 Coordinator s Checklist for the Program 1. Distribution of Workshop Materials The coordinator must ensure timely distribution of workshop materials to the attendees including: 1) individual copies of the book ADKAR : A Model for Change in Business, Government and our Community 2) Employee Orientation to Change course workbook. 2. Send Out Sponsor Invitation The coordinator must work with a senior leader to complete and send out the sponsor invitations. This senior leader should be in the chain of command of the participants attending the program. 3. Send Out Reminders The coordinator must send an reminder to each participant two days prior to the program informing them about the program details and the pre- reading required for the program. Cancellation Policy In order for Prosci Canada to prepare adequately for the program, book an instructor and make travel arrangements, we ask that the program date(s) be finalized 45 calendar days prior to the program. Any changes made between 45 days and 30 calendar days will be subject to a $1,000 administration fee and a payment for pre- arranged travel and lodging costs that have been incurred (with exception to those travel arrangements that are refundable or when lodging can be cancelled without payment). Changes made between 30 days and 15 days prior to the program will be charged for non- refundable travel cost plus 50% of the program costs. Changes within 14 days to the start of the program will be billed for the entire program costs, travel, lodging and shipping costs (only product costs less applicable shipping charges, are refundable). For more information on the certification program or any other Prosci Canada programs or our advisory service, please contact us at: Toll Free info@prosci.ca