Consulting, Classes, Team Training Coaching

Nina Segura B.S., M.A., CSSBB, CPCC

“Our mission is to provide groundbreaking, sustainable, solutions from Strategy to Execution.”  

“Top 7 Ways to Cultivate Change”

Mini-Brown Bag Webinar

Top 7 Ways to Cultivate Change1. Scope the Change 2. Identify Organizational Impacts3. Define Clear Change Management Roles,

Responsibilities & Critical Success Factors4. Assess your Audience 5. Describe Clear Measures of Success 6. Implement Consistent Consequence & Reward

Measures7. Communicate, Coach, Train, Communicate

◦ Communicate the Benefits ◦ Expect Resistance & Redirect◦ Communication a Two Way Street

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Why Address People Impacts?70% of change initiatives fail because organizational leaders

either: • Do not understand the “human” variables (what happens after

the memo, training or project plan is executed) - human ability to adapt to change

• Do not understand the total, additive impact of change 1

• Higher focus on legitimizing internal costs• “Actively Disengaged” Worker Costs His Company 41% of His

Wages in Lost 2

• Without Change Management the capability to provide a behavioral view as to what is expected & what is happening is lost

• Unless there are cutting edge Learning & Development/HR departments, cultural change is often left to the transformation initiative

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1 Ken Blanchard, Co. Peggy Doe,

Creating a Resilient Organization, 2U. S. Department of Labor Bureau of

Labor Statistics April 16, 2009

Scope the Change In this stage define the business strategy, scope of the change,

and analyze the strength of the business case. This ensures that the program or initiative has a solid foundation for sustainable change. It is very important that you as the change agent can visualize and articulate the positive changes you see as a result of the work you are doing.

Support Key Influencers within the organization to make better horizontal decisions, and become visibly engaged to communicate mutually agreed upon goals.

This section captures the Tools, Technology, and Methodologies surrounding the change program or initiative. It assists leaders with addressing how the aforementioned plays a role within the current and desired state. From a program perspective, the most consistent use of Tools, Technology & Methodology will assist leaders with setting clear process metrics and maintaining a viable reporting system for strategic decisioning. In this way variability is lessened and synergy is built. Enable our area to be driven by common methodology and science where feasible and appropriate.

Strong presence of sponsorship to inculcate both a process and change management mindset within the organization.

Drive the “driver” processes that enable the business by the effective use of Closed Loop Analytics.

Review the process type section in the adjoining tab to assist with definitions of the different types of processes

Launch a Center of Excellence to support and sustain strategic efforts specific to process excellence, key organizational measures and cultural change.

Improve the efficiency ($$) and effectiveness (capability) of the E2E System.

Leverage common and effective systems, methodologies and tools .

Driver, core and supporting processes must be aligned, monitored and enforced by Sponsor(s) and Key Influencers.

Implement a holistic scorecard and dashboard for leaders to review and action key metrics that matter.

Tools Technology & Methodology

Critical process measures should be actively addressed by Sponsors and Key Influencers via rewards & consequence measures.

People and Knowledge

Within this section all the people currently involved in this process should be identified by their roles - both present and future roles needed. This section may be used simultaneously with the Change Impact Assessment. See visual aid associated with Event 8 for assistance. This section should also address the knowledge and communication surrounding the impact of this initiative

Identify the Sponsors and the Champions for the change.

Processes

Each process should be defined and aligned with Key Influencers fo change role, responsibilities and Critical Success Factors.

Cultural change plan: training and communications to engage the people behind the process in order to gain complete and accurate metrics.

Enable core ‘basic’ process to be done simply and standardized, such that our organization can shift more toward the business of being creative and engaging in stronger customer relationships.

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Identify Organizational Impacts • This tool is designed to help you complete an Organizational

Change Action plan specific to your initiative. Typical Organizational Considerations such as how to address Conflicting Priorities, Politics and how to continue to cultivate a motivational learning environment are considered.

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Clear Change Management Roles & Responsibilities This tool assists in formulating what roles/responsibilities and critical success

factors that are needed for a strong program or initiative infrastructure. It is very important that the sponsor is visible among the key influencers and targets and communicates frequently.

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Assess Your Audience The purpose of these tools is to document the observed behavior of key gate keepers

(Vice Presidents, Directors or Managers) that oversee the change targets and or the change targets themselves and to outline the behavioral point of arrival. It will also identify the timing of change management activities over the course of the change journey (work plan).

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Describe Clear Program Measures of Success • In this stage, it is important to identify the program’s measure of success AND

consistent consequence & reward measures for the targets. In this stage the program or initiative owner works with HR to integrate key performance indicators within alignment meetings and employee reviews.

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Communicate the Benefits This tool identifies the motivation factors of the communication target. Tactics are taken from the Communication Approach graphs and the Key Stakeholders assessment. This should feed into the communication plan. It is extremely important to Engage Key Influences early.

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Execu

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Define the Business Strategy

Scope the Change

Assess Change Impact

Identify & Launch the Core Change Support Team

Define & Implement Scorecard/ Measurement System(s)

Identify Program/Initiative

Sponsor/ Champion

Ongoing Change Team Activities–Communicate, Involve,

Demonstrate, Monitor, Manage Resistance

Ongoing Change Team Activities–Communicate, Involve,

Demonstrate, Monitor, Manage Resistance

Measure Progress towards

Change and Communicate

Success

Measure Progress towards

Change and Communicate

Success

Develop theCommunication

Strategy & Plan-Translate Actions for all

Key Stakeholders

Execute and Evolve Communication and Training Plans Execute and Evolve Communication and Training Plans

Evaluate Communication Effectiveness & Respond to Target Feedback

Evaluate Communication Effectiveness & Respond to Target Feedback

Provide Ongoing Support & CoachingProvide Ongoing Support & Coaching

Define Initiative Solution Deployment Strategy

Adjust Reward & Consequence Systems to

Reinforce Change

Adjust Reward & Consequence Systems to

Reinforce Change

Re-assess Sponsorship/

ChampionRelationship

Re-assess Sponsorship/

ChampionRelationship

Quality Solution(s)Determine changes to people, processes, tools, technology,

and or methodology to support solution.

Responsibility Changes/Training

Tools/Technology Changes

Work/Mgt. Processes or Governance Changes

PerformanceManagement

Adjust the Organizational Action Plan & Change Plan based on feedback, issues, additional impacts identified

Adjust the Organizational Action Plan & Change Plan based on feedback, issues, additional impacts identified

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Conduct Leadership Training for Sponsors and

Champions

Define the Change Plan

Execute Solution

Establish GovernanceStructure

Determine Readiness for all Key Stakeholders/Players

Identify and Coordinate Projects -via Overall Implementation Plan

Identify and Coordinate Projects -via Overall Implementation Plan

Ensure Sponsor Alignmenton the Strategy & Plan

Ensure Sponsor Alignmenton the Strategy & Plan

Create Training Plan for Target Audience

Consolidate Overall Implementation Plan