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Agenda

 Defining change management


 PCT Model
 States of change
 Reasons for applying CM
 Building blocks of successful change
 Phases
 Change management & Project management
 DICE Framework
Change management is:

Change management is a systematic approach to dealing with


the transition or transformation of an organization's goals,
processes or technologies. The purpose of change management
is to implement strategies for effecting change, controlling
change and helping people to adapt to change.
PCT Model

Leadership / Sponsorship provides guidance and


governance

Project Management gives structure to the technical


side of the change

Change Management supports the people side of the


change
Prosci® PCT Model
TM

All three elements must be present for project success


Organizational change can be represented
as three states of change

States of change

Current Transition Future


state state state

How things How to move How things will


are done today from current be done
to future tomorrow
In reality, there are both organizational and
individual future states

Organization Current Transition Future


state state state

How I do my job today How I will do my job after the


change is implemented

Individual
Current Transition Future
state state state
There are consequences of not
managing the people side of change
 Lower productivity
 Passive resistance
 Active resistance
 Turnover of valued employees
 Disinterest in the current or future state
 Arguing about the need for change
 More people taking sick days or not showing up
 Changes not fully implemented
 People finding work-arounds
 People revert to the old way of doing things
 The change being totally scrapped
 Divides are created between ‘us’ and ‘them’
Primary reasons for applying change
management

1. Increase probability of project success

2. Manage employee resistance to change

3. Build change competency in the organization


Change management
perspectives
 Individual
perspective  Organizational perspective

 Understanding how one  The tools that project


person makes a change teams and managers
successfully have to support the
‘people side’ of change
The five building blocks of successful
change
Awareness Awareness of the need for change

Desire to participate and support the


Desire
change

Knowledge Knowledge on how to change

Ability to implement required skills


Ability
and behaviors

Reinforcement Reinforcement to sustain the change


Phase 1 –
Preparing for change
 Understanding the
nature of the change
 Understanding the
groups being changed
 Creating the right
sponsorship model
 Identifying risks
 Developing special
tactics
Phase 2 – Managing
change
 Communication plan
 Sponsor roadmap
 Training plan
 Coaching plan
 Resistance mgmt plan
Phase 3 – Reinforcing
change
 Compliance audit reports
and employee feedback
 Corrective action plans
 After action review
 Transition management
Who is involved in managing
change

Effective change management requires


Senior leaders Project team involvement and action by many in the
organization

Change
management

Managers and
Employees
supervisors
Change management and
project management
Technical side
Project management of the project

Current Transition Future


state state state

People side of
Change management the project
Comparing processes

 Project management  Change management


 Organizational:
 Initiation
 Preparing for
 Planning change
 Executing  Managing change
 Reinforcing change
 Monitoring and
controlling  Individual:
 Awareness
 Closing
 Desire
 Knowledge
 Ability
®
 Reinforcement
Two out of every three transformation
pro- grams fail. Why?

 Companies overemphasize the soft side of change:

1. leadership style

2. Corporate culture

3. Employee motivation.
The essential hard elements

Duration: time between milestone reviews—the shorter, the better

Integrity: project teams’ skill

Commitment: senior executives’ and line managers’ dedication to


the program

Effort: the extra work employees must do to adopt new


processes—the less, the better
DICE SCORE
THANKS...