getting a bigger bang for your buck! - change first

© Changefirst Limited, all rights reserved 2015

Getting a bigger bang for your buck!

How organizational change management helps you

implement change successfully

© Changefirst Limited, all rights reserved 2015 changefirst.com 2

We help our clients to execute their strategies

Changefirst enables organizations to build

effective change management capabilities

Our PCI® methodology provides an

effective methodology for change execution

Delivered to over 20,000 people in

hundreds of organizations since 1995

Worked in over 40 countries

Launched e-change 2.0 in 2014


Our

Solution e-change – a

transformation

toolkit


Three stages of change


Placeholder


PMI – 2012 Pulse of the Profession In-Depth Report: Organizational Agility

75% 16%

Effective organizations

implement formal change

management processes both

inside and outside the project

Most effective organizations

Minimally effective organizations


Challenge of change


Qu

alit

y o

f

Solu

tion

H

L H Quality of Implementation

Successful change = solution + implementation


We need to be concerned about habits, loss and

control


CURRENT

STATE

FUTURE

STATE

Time

TRANSITION STATE

Em

otions &

Pro

ductivity

This creates challenges for people


Change can easily be Installed

Implement

Install

Value Gap

Time

Business Case

Achievement


Acceptance not commitment


Critical competencies are required


Shared Change Purpose

Key people are significantly

dissatisfied with the way things are

now and buy-in to the vision for

change

Risk areas

Future state vision

Imperative

Solution visibility


Effective Change Leadership

Organisational leaders will do

everything it takes to ensure the

change is implemented and change

teams are skilled at implementing

change plans

Risk areas

Sponsor behaviour

Confidence in agents

Informal influence


Powerful Engagement Processes

Organisational processes are in place

that ensure people are appropriately

engaged

Risk areas

Scope of involvement

Training and education

Rewards and incentives

Communication of plan


Committed Local Sponsors

Middle and front-line managers are

committed to the change and are

willing to work with their people to

obtain buy-in and help them work to

adapt to the change

Risk areas

Local role modelling

Local managers support


Strong Personal Connection

Sponsors and agents understand how

to connect people to the change and

key people are buying in to the need

and vision for change

Risk areas

Personal imperative

Solution viability

Being successful


Sustain Personal Performance

Sponsors and agents understand why

key people will resist the change and

plans are in place to help them adapt

and increase performance

Risk areas

Future security

Financial impact

Work relationships

Level of responsibility

Learning curve


Key actions to increase

engagement

Reward & recognise people

Increase involvement

Enrol informal influencers

Leaders role modelling

Help people see the solution


Build your own capabilities

1. Tools and processes

2. Skills

3. Will


Strong OCM Poor OCM

% of benefits achieved

McKinsey 2002

This is the “bigger

bang for your

buck!”


e-change®

The Enterprise Change Management Platform

Visible user roadmap for project

delivery

Proven toolkit for assessing and

tracking projects

Practical collaboration and sharing

functionality

Comprehensive change management

curriculum

Enabling organizations to deliver projects successfully


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getting a bigger bang for your buck! - change first

Documents

changefirst limited

strategies changefirst

change execution

stages of change

challenge of change

effective organizations

effective methodology

solution implementation