Change Conversations Seminar:When Change becomes BAU – Strategies for Success Vicky Emery General Manager Prosci Advanced Instructor February 2017

your change makers

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

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Being Human - Your change makers •  Support at project level: Prosci-

Certified Change Managers to support projects and Change Practitioners

•  Build skilled application: Prosci Advanced Instructors – deliver programs for Change Practitioners, Project Managers, Executives, Managers and Employees

•  Build Enterprise-wide change capability & Change Portfolio Management- consulting and workshops.

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•  New website! •  Events: search by location, date,

free event, program type •  Blogs and case studies •  Resources; current Change

Management articles

News and Upcoming Events

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•  Monthly Community of Practice webinars – open to all •  Prosci Delivering Project Results: Change Management Workshop

for Project Managers •  In-house or public program •  Business case for people side of change, overview ADKAR &

Prosci Methodology •  1 day

•  Prosci Enterprise Change Management Boot Camp: •  In-house or public program •  Create Roadmap for building CM capability •  1 day

News and Upcoming Events

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•  Welcome and agenda •  What do we mean by change becoming BAU? •  Upsides and downsides •  Top success factors •  Roles in Change Management •  Strategies for success •  Close

Agenda

More Interconnected

Change

More Complex Change

BiggerChange

Faster Change

“The case for change management is inextricably connected to project and organisational success. If you are not talking about achieving results, then you are having the wrong conversation.”Tim CreaseyProsci Chief Innovation Officer

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Prosci by the numbers

Snapshot of Australia & New Zealand participants

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On a project level: • Change management is the application of a structured

process and set of tools for leading the people side of change to achieve a desired outcome.

On an organisational level: • A leadership competency for enabling change within an

organisation • A strategic capability designed to increase change

capacity and responsiveness

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What Is Change Management?

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2016 Proscii Best Practices in Change Management Report.

1,120 participants in 56 countries. Prosci Inc copyright 2016.

Why? To improve outcomes

Current Transition Future

T C F

C C C C C

C C C C C

C C C C

C C C C C

C C C C C

T T T T

T T T T T

T T T

T T T T

T T T T T

F F F

F F F F

F F

F F F

F F F F

T

T

T

F

F

F

F

F

F

F

F

Ultimately requires individuals to move from their own current to their own future

An organisational move to a future state

© Prosci Inc. All rights reserved www.change-management.com

•  ‘No CMO – too bureaucratic, will slow us down’

•  ‘No Change Managers – too hard to find and too expensive’

•  ‘No common approach – let people chose their own, we don’t want to be wedded to one approach’

•  Let’s make it BAU – NOW!

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We are hearing thing like: ‘yes, we want better change and’…

And, meanwhile, back at the office…

•  Change Management isn’t off to the side

•  We are talking about CM •  Where the capacity and

capability have been built, we will see results

•  Key people receive training

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Upside •  Are we all talking about the same

thing? •  Risk if no one is clearly tasked to

do CM…will be overlooked •  Assumed ‘turning it on’ =

competency •  It takes time, effort and

investment to build CM muscle •  Underestimated CM effort

required (by up to 100%) •  Limited consistency •  Only select people receive

training •  Change Management Budget not

allocated

Downside When Change Management becomes BAU

• Discuss the list of upsides and downsides

• What would you add to each list?

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Table Check-In: Upsides and Downsides

1.  Active and visible executive sponsorship 2.  Structured change management approach 3.  Dedicated change management resources 4.  Integration and engagement with project management 5.  Employee engagement and participation 6.  Frequent and open communication 7.  Engagement with middle managers

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In all nine reports sponsorship was #1 on the list

2016 Prosci Best Practices in Change Management Report. 1,120 participants in 56 countries. Prosci Inc copyright 2016.

Prosci research findings: top contributors to success

• Select one current BAU change initiative

• To what extent is each success factor in place?

• 1 = low and 5 = high

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Table Check-In: Top Success Factors

It takes effort, time and investment to: •  focus on better results vs tasks •  have a common approach •  use it widely and well •  make sure CM is everyone’s job and

they show they can do it •  talk about learnings & results •  embed improvements for the next

BAU change

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Change Management as truly BAU is a high level of skilled application

•  Identify who is ‘doing’ CM and make sure they can

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More info: Prosci’s ‘Roles in Change Management’ webinar - Dec 2016 www.slidesharenet/beinghumanaustralia

© Prosci Inc. All rights reserved www.change-management.com

Strategies for Success

•  Find a Sponsor for better results – even if they are ‘local’

• Make a plan - at least identify the core tools or steps as a minimum

• Good Project Management can help - understand the governance path & find a fit!

26 © Prosci Inc. All rights reserved www.change-management.com

Strategies for Success

• Keep establishing buy-in – find the Desire point for improved outcomes, not CM tasks

• Keep talking about results – small as they may be and as honest as they can be

27 © Prosci Inc. All rights reserved www.change-management.com

Strategies for Success

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beinghuman.com.au •  Free Prosci Webinars •  Free Change Community of

Practice Webinars •  Change Conversations

Seminars

Prosci •  prosci.com •  portal.prosci.com

your change makers More info