Introducing Being Human

Transcription

1 Change Community of Practice Webinars Getting Executives on Board with Change Management Presented by: Catherine Smithson Managing Director October 2016 Introducing Being Human Founded in 1993 Our mission: develop change-capable people and organisations so they achieve the benefits of change Prosci Primary Affiliate Australia and New Zealand since

2 Where to find today s slides and recording Being Human Company Linkedin Profile Follow us! Being Human Pty Ltd page Like us! Slideshare.net Search for Being Human Australia Slides and recording available. Follow us! Search for Being Human Pty Ltd. Recorded version. Follow us! 3 Agenda Quotable quotes The role of Senior Executives in successful change Best Practices highlights Top 5 tips Your experiences? 4 2

3 Quotable quotes My Sponsor thinks now we have hired a Change Manager they can go back to BAU and I will deliver the project benefits. Even though the business has Change Managers, the Sponsor thinks they are more a feel good factor. Our Sponsor relies on the Project Manager and Change Manager to get other Executives on board there s a limit to what we can do. Our Executive Sponsor believes having a PMO and effective PMs is enough they manage change! Our Sponsor thinks Change Management is still training and communications. Even after we have successfully built change capability, I need to continually socialise and sell the benefits of Change Management to Executives go figure! 5 3

4 The role of senior executives in successful change Greatest contributors to success data 1. Active and visible executive sponsorship Prosci Inc. All rights reserved Best Practices Snapshot Only 40% of Sponsors fully understand their role as change leaders (p198) Top 3 roles of the Sponsor Actively and visibly participate throughout the project Build a coalition of sponsorship with peers and managers Communicate directly with employees Projects with effective Sponsorship are 3 times more likely to achieve objectives than those without 2016 Best Practices in Change Management Report participants in 56 countries. Prosci copyright Access to the Sponsor drives effective Change Management weekly is ideal (p ) 8 4

5 Other credible sources to use Executive sponsor engagement: top driver of project and program success. PMI s Pulse of the Profession In Depth Report, with Boston Consulting Group, October 2014 Making change work...while the work keeps changing. By HansHenrik Jorgensen, Oliver Bruehl and Neele Frank, IBM Global Business Services Executive Report. August 2014 Redefining business success in PMI s Pulse of the Profession In Depth Report, with Boston Consulting Group, October 2014, p4 a changing world: PwC s 19th Annual Global CEO Survey,

6 11 Tip 1: Put away the soap box! Park your passion Executives are allergic to lectures Talking about Change Management is putting Knowledge and Ability BEFORE Awareness and Desire! Talk about what you deliver not what you do Are you the Sponsors preferred sender? Who is? Who do they listen to, trust, rely on can you influence them? Stop being a self appointed apostle of the cult of change management! Greg Bellingham, Consultant, Being Human 6

7 Tip 2: Executives need a WIIFM too! What s their WIIFM for the change itself? Don t assume they are on board! What s their WIIFM to sponsor the change and lead change differently? What do you know about Executives drivers, aspirations, pain points for above? Is is risk mitigation? Innovation? Customer experience? What scar tissue do they have we won t make that error again What does the Future State or success look like to them? Are they a reluctant Sponsor or is it their passion project? 13 Tip 3: Speak their language Change the conversation from Change Management blah blah Focus on the outcomes and results Executives want during Transition and in Future State (what success looks like) Tease these out - get to specifics that mean something to Executives e.g. Current state Transition state Future state What will success look like? How we will we know we are on track with people transitioning? What will success look like? What results and outcomes do we need to achieve? Link to vision, strategy and goals they have committed to Customer experience More collaboration, less silos Increased productivity Process excellence Prosci Inc. All rights reserved

8 Results and outcomes depend on employee adoption and usage Solution must be: Designed Developed Delivered and Organisatiions change when the people in them change the way they work Embraced Adopted Used Effectiveness = Quality x Acceptance General Electric 1980s Prosci Inc. All rights reserved 15 What percentage of the results or expected benefits of the change depend on adoption and usage? Select a current change what percentage of expected benefits are dependent on people doing their jobs differently, i.e. adoption and usage. 0 25% 26-50% 51 75% % 8

9 Follow up conversation topics Are all groups equally important in delivering expected benefits, by adopting & using the change? If not, which individuals or groups are most critical? What are our assumptions or targets for on-time adoption and usage for these groups? What are the risks for project delivery (budget, time, solution quality) and expected benefits after go live, if they do not adopt on time, or achieve expected (100?) utilisation and sustainment? What level of investment in Change Management is required to ensure these groups adopt and use the change so benefits are delivered Others?

10 Tip 4: Set them up to succeed Most executives need help to understand and fill the roles required of Sponsors. Don t expose their weaknesses to employees. Ensure they know you can support them to be the best sponsor they can be through: drafting communications messages briefing on events only making them do activities that will make them authentic and credible. Coach them and become their trusted advisor this takes time, E.g. One sponsor I worked with was terribly introverted. There was no way she could host a town hall event. Over time, we built up the size of the groups she could brief face-to-face. It meant I had to adapt the way I wanted to do the communications, but I didn t let her lose confidence in herself or credibility with others by making her do something she couldn t do authentically. Employees can easily see through an act. Max Knobel Senior Consultant, Being Human 19 Tip 5: Ask and you may receive part 2 A highly effective strategy is for the Executive Sponsor to be clear that this change will be successful (and is on their bucket list) and to put successful implementation and reinforcement into the senior leadership team's performance targets Julie Stalley, Consultant, Being Human 10

11 Tip 5: Ask and you may receive part 1 All three of the client projects I'm working on have executive and/or project sponsors who have done the Prosci Certification Program. Bliss! They understand what change management will deliver, their role as sponsors, and the role of the change manager. A very happy partnership! Julie Stalley, Consultant, Being Human

12 Where to find today s slides and recording Being Human Company Linked in Profile Follow us! Being Human Pty Ltd page - Like us! Slideshare.net Search for Being Human Australia Slides and recording available. Follow us! Search for Being Human Pty Ltd. Recorded version. Follow us! 23 More info beinghuman.com.au Free Prosci Webinars Free Change Community of Practice Webinars Prosci prosci.com portal.prosci.com 24 12