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Steve Wise
November 2010
Change is Everywhere
For those of you of my generation we did our research for school papers from reading hardcover books and encyclopedias. I grew up with a black & white TV that had three (3) channels that you manually had to turn. When I started my work career computing included paper, pencil, and a lot of brainpower. Today at the touch of a button I can instantly send this presentation out to hundreds of People across the Globe.
Management of Change
I believe that in the world that we live in today we all must be Managers of Change.
Things change so quickly that we must do our best to stay in touch with current day methods, tools, and processes. If we dont our competitors will. One cannot rest on their accomplishments and think that that is good enough...because it is not. This presentation is being offered to give Others ideas from what has worked for me in my Change Efforts...along my way.
My Change Background
My Change Background was formed by two of the most influential Managers that I worked for in my career at a Railroad Car Repair Facility. The first General Manager was the type of administrator that shot first then asked questions later. He liked to stir the pot and kept his reports on edge.
What I learned from this GM was to look ahead and be prepared for the unexpected. He taught me how to identify issues at their onset and to take care of them before they became problems.
My Change Background
The second most influential Manager was my next General Manager who was not happy with status quo and always looked for ways to improve what we did and expected his reports to do as well. Upon his arrival at our Plant his message to those that worked there was...Embrace Change. He believed that any process that was in place should be looked at and improved if needed.
This GM taught me to break down my walls those things that we put up when someone complains about what we did or suggests how we could do it better and to learn from what was offered and include such in addition to my own Change efforts.
Plant Survival My last plant ranked as one of the top repair locations for Quality and Efficiency Measures but was dead last in terms of Cost to Operate. Our change efforts included working with our rank and file in identifying areas where we could reduce our Operational Costs and including them as a part of our Change Efforts.
Improving Ergonomics One particular Repair Program was generating several soft tissue injuries among our People. I introduced an Ergonomic Effort that not only identified Job Hazards that were leading to such injuries but also what actions and efforts could be taken by those performing to prevent such an injury.
Change Abstract
To help illustrate how to successfully implement a Change Initiative
This training session will describe specific Change Efforts that I employed or were part of that were part of the previously mentioned Change Process examples. The intent is to show the Reader, how specific Change Efforts can be put into Action. Such Change recommendations and actions are not assurances that they will work for you but are provided to help give you ideas on what may work with your Change Efforts.
Performances or Processes New Products, Customers, that are Just Not or Markets Cutting It
Cost Comparisons
External Knowledge
Why Change = Outdated Business Processes + Need to Improve Quality Improvement Education
Due to awkward and static Body Positions that were held for long periods and repeated frequently a number of Mechanics were incurring Soft Tissue Injuries that were limiting what they were able to do.
In order to reduce and prevent such Injuries we needed to find out what Manual Operations were causing such Injuries and change the Processes that were causing them. Need for Change = Improve Operational Processes or start incurring excessive Workmans Comp Costs, Lost Work Days, and Program Inefficiencies.
Researching Change
There are numerous ways and avenues that a Change Manager can use to research How to Change Process Owners Start by talking to the People involved with the process asking them for their thoughts on how to improve their process. Benchmark Take actions to compare how the performance of your process compares with others both inside and outside of your organization. Internet I am a Googleholic and believe that you can find whatever you are looking for on the net. Search web pages devoted to your change effort.
Researching Change
Numerous ways to research Change (cont)
External Change Efforts Spend time reading and learning what others have done with similar Change efforts. It is fairly easy to find out what actions others have employed including the results that they attained with their efforts.
Use Your Contacts Reach out to your Contacts both those that you have established with your Job Responsibilities as well as social networking like Linked In. Find out if anyone has undertaken a like initiative and learn from them. Seek Out Subject Matter Experts If you have a particular problem, seek out People that are considered experts on the matter and ask them for Change recommendations.
When Operating Costs were reaching levels of concern, the PLANT SURVIVAL General Manager undertook efforts to reduce our costs. One effort he directed was to compare our Operating Costs to that of our other Divisions in order to identify where improvement was needed = BENCHMARKING In order to improve our Quality Education Process I LEAN SIX SIGMA started searching for what other Companies did to upgrade their Quality Education. Such efforts showed that many companies were employing LSS Training to promote continuous improvement = EXTERNAL CHANGE EFFORTS
How does your organization or people accept Change? Are there any burning issues that you can leverage off of to promote your Change efforts? How can you link your Change efforts to your Organizational Strategic Goals? Are there current Change type efforts underway that you can build upon?
All of these considerations must be answered when you establish your Change Plan.
SENIOR MANAGEMENT This could include the Senior Management of your Organization if your Change Effort will be cross departmental or strategically related or your Manager if your effort is only Departmentally directed. TARGETED EMPLOYEES People of your Organization that will be part of your Change Efforts or will be impacted by must also receive advance notice.
PROBLEMS + CHANGE = BENEFITS Be able to discuss and/or show how your Change Effort will provide solutions and benefits to the problems at hand.
SPEAK TO YOUR AUDIENCE Whether your audience is your Senior Management or those that will be most impacted by your Changes make sure that you speak in the words that they understand. MAXIMIZE YOUR TIME Know exactly how much time that you have to present and use it wisely. INVOLVE YOUR AUDIENCE Make sure to ask questions and encourage input from your audience.
MASTER YOUR MEDIA Be fluent at using available Media (i.e., Laptop, Projectors, etc.). Make use of paper copies or post on your Companys website for future reference.
LEARN FROM OTHERS When introducing Change it is always good to include examples of other Companies that have improved their operation(s) from similar Change efforts. KNOW WHAT IS IMPORTANT TO YOUR AUDIENCE In order to win support with your Change Effort you must know what your audience is wanting to hear / see from your Change Presentation.
HOW MUCH WILL IT COST? This is another important question that you must be able to answer in your Change Presentation.
INCLUDE AN ACTION PLAN In addition to telling your audience the why / how of your Change be able to discuss the milestone events of your efforts. BE UPFRONT WITH THE DETAILS Be sure to communicate what you need to be successful including anything out of the norm and the reason(s) why. RECOMMENDATIONS Encourage and be open to any recommendations that are offered.
YOUR CHANGE EFFORT IS DOOMED FOR FAILURE WITHOUT SENIOR MANAGEMENT SUPPORT
They must see that such efforts relate to and will help attain Organizational Strategic Goals.
Senior Management should be active in your Change Effort and be able to discuss it at a general level with Organizational Employees. It is imperative that you find ways to include them in your Change Efforts and keep them abreast of your actions and results.
FOCUS YOUR CHANGE EFFORTS initially on those items that can get you quick wins. Be able to show that your Change Efforts works and provides benefits. MAKE AVAILABLE your Change Efforts & Results for all of your Organization to see keep up their interest.
ENGAGE not only the Senior Staff in your Change Efforts but those involved or impacted as well.
Use a Mentor
Another important element of your Change Efforts is to make use of a Mentor someone whom is an influential Supporter or Senior Sponsor. This person should be one who has vast knowledge of the Organization and how it works. This person can aide your change efforts by giving you advice and recommendations. Such can also serve as a sounding board by advising you how your Change Efforts will be received and what you could do to improve the success of your efforts.
Start Small
Unless the issue at hand has a Business or Regulatory need to apply your Change Effort across the entire organization it is advisable to start small and grow. Every organization has People that need to see that Change Efforts work before they jump on board. In addition, applying Change Efforts to a smaller population or segment requires much less time, effort, and cost than if applied organizational wide. Starting small allows you the opportunity to learn from your initial Change Efforts and to adjust them in order to help improve the success of your effort.
Get Buy-In
In addition to getting Senior Management Support it is also critical for you to get the buy-in of the People that are impacted by your Change Efforts. If the People that are impacted by your efforts do not see any benefit for themselves
Your Change Effort will either fail due to their resistance to your Change, or
It will require substantial more effort on your part to see your Change through.
In order to be successful you must find ways to include your People in your Change Efforts.
ENCOURAGE YOUR PEOPLE to make recommendations to assist you in your Change Efforts and use their suggestions that can help. FORMULATE A CHANGE TEAM that will include representatives from the area or process that will be impacted by your Change Efforts. INCLUDE AND USE OUTSIDE EXPERTS that can come in and give / share their knowledge and expertise which should drive interest in as well as aid your Change efforts.
And GROW
Your mission as a Change Agent is to GROW YOUR CHANGE so that others can benefit from. You accomplish this by building interest and excitement in your Change Effortand repeating again engaging your People in your Change Efforts. This effort on your part started the day that you decided to undertake your Change Effort and will continue throughout. A Change Agent is aware of or learns how to reach out to their People and provide them information that spurs them to be a part of the Change Process.
You must be actively involved in Publicizing your Change Efforts. And letting your Organization know of the Results that you will achieve / have achieved from your Change Efforts.
If Senior Management is going to give your Change Effort their support and needed labor and capital they most certainly need to know about and see positive Results and Benefits. If you are going to get your People involved they must know what your Change is about and how the results can benefit them.
NEWSPAPER ARTICLES Can be written that feature various Change Actions, Improvements attained, and Participant feedback. WORD OF MOUTH Encourage those that are participating in the Change Effort to talk about it and answer questions that others may have.
Q&As Open Meetings can be held on said subject, allowing for Questions of those attending.
Each day we could and should learn something new. Once you do it is up to you whether you do something with it or not. When I apply learning to my Change Efforts, I am constantly looking to see what I can learn from them What is working vs. not working? How are my Change Efforts being received? What should be adjusted? What can be done better?
To Be Successful @ Change
Lean on and Learn from others. Assuming that your way is the only way does not work. Share your Passion for Change it can help it spread. Always be looking to improve what you do and what your Organization does. Dont try to do it all by yourself. Have Patience and Perseverance Change does not happen overnight. EngageEngageEngage Your People. Make use of Outside Experts people that can add more than you know.
To Be Successful @ Change
To be a successful Change Agent you must be willing to take risks in order to improve what you do. When you implement Change you are doing so for the good of the Organization not for the good of You.
Finding ways to include your People as part of your Change Effort is critical to its success.
Dont assume what works today will work tomorrow.
Learn from your People especially from those that are performing the Work they are best to know.
Incorporate as many Sources of information relating to your Change Effort as possible.
To Be Successful @ Change
When someone complains When researching what about an issue ask them needs to be Changed how they would solve keep digging for details itit may be a good with open ears. recommendation to use. Networking with outside When implementing People or Organizations Change always try to can provide you ideas or Look Outside of Your suggestions that you may Box. not have thought of.
Be prepared for obstacles which will be many. Turn any obstacle into an opportunity.
The job of a Change Agent requires you to be a Visionary, Communicator, Director / Manager, Listener, Supporter, Cheerleader, and Risk Taker.
Good luck with your Change Effortsand keep up the faith.