Introducing Being Human

Transcription

1 Setting up Change Management Training for Success in 2016 Presented by Catherine Smithson March 2016 Introducing Being Human Founded in 1993 Our mission: develop change-capable people and organisations so they achieve the benefits of change. 10 th anniversary as Prosci s Primary Affiliate in Australia and New Zealand. 2 1

2 Agenda 1. The challenge of Change Management training 2. Role based training What it is How it works 3. Being Human s approach to building individual capability 4. Q&A 3 The Challenge of Change Management training Budget and time; Magic bullet for issues on a project, resistance and people issues; Ownership L&D/ OD or project delivery; On the job application Others? 4 2

3 Quotable quotes Who are you and what am I doing on this course?. The training was timely and well paced. It was responsive to the level and needs of the group.. I look forward to implementing it. As Project Manager, am I expected to become the Change Manager for my project after this program?. I think our Executive team would really benefit from training in Change Management but they won t make the time available. Absolutely the single most valuable and timely course I ve ever been on - it exceeded my expectations. An excellent facilitator who created an open environment for honest discussion. Really relevant to what s happening to me, my team and my organisation. 5 Best Practices update on who receives training Significant increase in training for Change Management Resources (72% up from 51%) Decline in training for all other groups 76% of participants said their organisation didn t prepare managers for change Impacted employees Executives People Leaders Project team Change Management Resources Groups that received CM Training 15% 31% 37% 44% 72% 0% 20% 40% 60% 80% Percent of Respondents Did your organisation adequately prepare people leaders during change? Unsure Strongly disagree Disagree 3% 29% 47% Agree Strongly agree 3% 3% 2016 Best Practices in Change Management Report participants in 56 countries. Prosci copyright % 10% 20% 30% 40% 50% Percentage of Participants 6 3

4 The challenge is not how good we are at organising Change Management training, it s treating it as a change that needs a Change Management approach. The Five Building Blocks for Successful Change 7 Applying Prosci s ADKAR Model: Awareness Do key stakeholders (Executives, Project Leaders) understand the contribution of Change Management to project results? Is there a shared understanding of roles in change? Executive Sponsor Project Leader/Manager Change Professionals People Leaders Employees Plus Subject Matter Experts, Change Champions? Change Management is a team sport - everyone plays their part 8 4

5 Applying Prosci s ADKAR Model: Desire Is Change Management on projects adequately funded and resourced? Do Executives and other key decision makers see Change Management as a investment in project success, or a cost? Is there magic bullet thinking? For benchmarking data on investment level see 2016 Prosci Best Practices Report Building Change Management capability is not free, so funds need to be invested wisely. 9 The effectiveness of research based, role based training Internalize ABC of sponsors Internalize CLARC role in change Execs & Senior Leaders Middle Managers & Supervisors Project/Program Managers, Solution Designers/Developers Design solutions with adoption and usage in mind Expect and Thrive in Change Front-Line Associates 10 5

6 How role based training works Action Learning Program Prosci Sponsor Briefing (1/2 day) Key Change Enabling Roles Senior Leadership Role-Based Training Coaching Support Prosci Certification Program Experienced Practitioner Program, ECM Boot Camp Prosci Delivering Project Results Workshop for PMs (1 day) Prosci Managers Program (1 day) Change Practitioners Project Teams Managers Prosci Employee Program (1 day) Front Line Employees 11 Change Practitioners Prosci Enterprise Change Management Boot Camp 1 day Plan your approach to building Change Management capability For Enterprise Change Management Leads or experienced change professionals who want to take the next step Assess Change Management Maturity, update on best practices, build/refine ECM Plan Public Programs Sydney: May 4 Melbourne: June 16 Perth: October 4 Sydney: November 9 Auckland: November 15 In House 1 and 2 day programs also available. 12 6

7 Successful ECM plans cover training and application to major changes Build Individual Competencies CM Integrate into Changes, Projects and Programs Execs & Senior Leaders Middle Managers & Supervisors Front-Line Associates Project/Program Managers, Solution Designers/Developers Initiate Plan Design Develop Deploy Sustain General Project Lifecycle Individual Prosci Change Journey ADKAR Milestones Model Organizational Change Mgmt Activities Kick off Go Live Initiate Plan Design Develop Deploy Prosci 3-Phase Process Phase 1: Preparing for Change Major events A D K A R Phase 2: Managing Change Phase 3: Reinforcing Change Strategy Plans Measures Prosci Inc. All rights reserved 13 HR systems that foster individual competencies Hiring Objectives On-boarding Training Coaching Execs & Senior Leaders Middle Managers & Supervisors Front-Line Associates Project/Program Managers, Solution Designers/Developers Competency Models Development Plans Performance Reviews 14 7

8 Change Practitioners Prosci Change Management Certification Program Global Certification Public and In House Options Three days Action learning: bring current change project & create a Change Management Plan Includes Prosci Toolkits and $1750 per person Feedback & coaching from our experienced Consultants and Facilitators Ongoing support and professional development from Being Human 2016 Public Programs Sydney Melbourne Brisbane Perth Wellington In House programs also available min 12 participants 15 Change Practitioners Prosci Experienced Practitioner Program 3 days For experienced Change Professionals Master class in application of Prosci Methodology Intensive, personal coaching Workshop of participant case studies Topics: History and evolution of Change Management environmental success factors Portfolio Change Management Enterprise Change Management Public Programs Sydney: November

9 Senior Leadership Prosci Change Management Sponsor Briefing 5 6 hours Custom designed to achieve agreed outcomes Option of Strategic Change Health Assessment of 4 6 change projects Topics: ROI of Change Management Review of organisation s change capability to deliver current strategy Role of Sponsors in change Role of Managers in change Create Sponsor Roadmap Target Audience: Senior Executive Team Project Sponsors 17 Managers Prosci Change Management Program for Managers Global program 1 day Action learning: managers bring a current change, apply tools and create a Change Plan for their team Topics: Why Change Management? Role of Managers in change Key change concepts Prosci Process for managers ADKAR Model Top 10 steps for Managing Resistance Target Audience: Middle Managers Team Leaders Technical specialists and professionals 18 9

10 Project Teams Prosci Delivering Project Results Workshop for Project Managers 1 day Get Project Managers and teams, IT specialists, BAs, SMEs on board with CM Bring a current change See connection between adoption and usage and achieving results Includes $300 worth of Prosci cloud tools 2016 Public Programs Sydney: April 27 Melbourne: May 17 Auckland June 21 Brisbane: September 13 Perth: October 5 Canberra: October 11 Wellington: November 17 In House programs also available min 12 participants 19 Employees Prosci Change Orientation for Employees ½ - 1 day Action learning: team members bring a current change to use Topics: Key change concepts Coping with change ADKAR Model Target Audience: Team members 20 10

11 Being Human Navigating Change Workshop ½ or 1 day Strengthen your change champion network Action learning: bring a current change to use Topics: Understanding your own and others individual change styles Tailoring your communications Understanding the stages of acceptance of change Building personal resliience Change Champions 21 Being Human s approach Begin with the end in mind - what s your outcome for getting better at managing change? Understand the business context and objectives Is training the best solution what problem are we trying to solve? Build the right support framework for ABILITY - what happens before and after the training? Deliver the right program at the right time to the right audience Our experienced senior Change Professionals, are expert facilitators who focus on results 22 11

12 Q&A More info Being Human beinghuman.com.au Prosci changemanagement.com prosci.com portal.prosci.com 24 12