introducing being human - prosci · 4/08/16 2 topics • why leaders need to change how they lead...

4/08/16

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The Three Simple Things Successful Change Leaders Do Presented to Convergence Change Conference Canberra April 2016

Catherine Smithson July 2016

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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Topics • Why leaders need to

change how they lead change

•  The three key behaviours of effective change leaders

• Practical tips and takeaways

• Questions and answers.

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“Change is the law of life. And those who look only to the past or present are certain to miss

the future.” John F. Kennedy

Where to find today’s slides and recording • Being Human Company Linked in Profile – Follow us • Catherine Smithson’s Linked In profile • Being Human’s Facebook page • www.slideshare.net Search for Being Human Pty Ltd

(now includes option to listen to recording) • YouTube - Search for Being Human Pty Ltd

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Prosci 2016 Best Practices in Change Management Benchmarking Report •  1,120 participants •  56 countries •  Top 3 roles:

•  Change Management team leader

•  External consultant •  Project team leader

•  6 new topics •  Culture •  Cultural awareness and global

literacy •  Change Agent Networks •  Complementary roles •  Vertical industry customisation •  Certification in Change

Management

The largest body of Change Management knowledge in the world.

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Objectives of the Best Practices Report 1.  Uncover lessons learned

from practitioners and consultants so current change Management Teams can benefit.

2.  Focus on what is working and what is not working

3.  Emerging trends & future direction of the discipline.

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Snapshot of participants Australia

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Why leaders need to change how they lead change

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Change has changed

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Nimble organization: one that has a sustained ability to quickly and effectively respond to the demands of change while continually delivering high performance.

Daryl Conner, The Characteristics of Nimble Execution December 20, 2010

Agility [uh-jil-i-tee]

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Don’t Log in!

•  Desktop •  Laptop •  Tablet •  Smart

phone

A select group of organisations succeed with change

IBM Making Change Work Report While the Work Keeps Changing Report August 2014

1,400 organisations globally, over 20 industries,

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Many organisations lack change capabilities

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IBM Making Change Work Report While the Work Keeps Changing Report August 2014

1,400 organisations globally, over 20 industries,

76%

The good news: leaders see the need for investing in change capability

“Our ability to adapt is a key source of

competitive advantage.”

PWCs 2008

“Organisational agility is critical to business

success.” McKinsey 2009

90%

“Our organizations are nearing, at or past the

point of saturation.” Prosci Best Practices Report 2016

78%

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Moving from “hit and miss” change….

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to consistent, successful implementation and benefit realisation with

high employee engagement

Greatest contributors to success

1.  Active and visible executive sponsorship

2.  Structured Change Management approach

3.  Dedicated Change Management resources

4.  Interaction and engagement with Project Management

5.  Employee engagement and participation

6.  Frequent and open communication

7.  Engagement with middle managers

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✔

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2014 rank

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

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Sponsor Effectiveness Directly Correlates to Project Success

19 2016 Best Practices in Change Management Report.

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

29%

42%

54%

72%

0% 10% 20% 30% 40% 50% 60% 70% 80%

Very ineffective Sponsor

Ineffective Sponsor

Moderately effective Sponsor

Extremely effective Sponsor

Perc

enta

ge o

f res

pond

ents

who

met

or e

xcee

ded

obje

ctiv

es

Correlation of Sponsor Effectiveness with Meeting Objectives

Access to the Sponsor

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45%

40%

61%

71%

0% 10% 20% 30% 40% 50% 60% 70% 80%

Little or no access

Inadequate access

Adequate access

More than adequate access

Perc

enta

ge o

f res

pond

ents

that

met

or e

xcee

ded

obje

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Correlation of Sponsor Access with Meeting/Exceeding Objectives


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Solution is designed, developed and delivered effectively

(Technical side)

Solution is embraced, adopted and utilised effectively

(People side)

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

The three simple things change leaders do

• Actively and visibly participate throughout the project

• Build a coalition of sponsorship

• Communicate support and promote the change to impacted groups

22 2016 Best Practices in Change Management Report. 1,120 participants in 56 countries. Prosci Inc copyright 2016.

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1. Participate actively and visibly

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•  Support the Change Management team •  Pro actively remove

obstacles •  Understand the change

process, its impact and desired future state for groups

•  Champion the change •  Actively support the

change management work •  Participate in change

activities and messages

Don’t be the vanishing Sponsor!


2. Build a Sponsorship Coalition

• Engage leaders across the organisation

• Create and sustain a change agent network

• Clarify roles and set expectations with mid level and front line managers

• Solicit and listen to management feedback

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“Assemble a group with the power and energy to lead and support a collaborative change effort.”

Jonh Kotter, Leading Change


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3. Communicate support and promote the change to impacted groups

What do employees want to see and hear from you?

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Current state

Transition state

Future state

Messages •  Why is the change happening? •  What are the risks of not changing? •  Why now? •  How does this change align with our

strategy and direction?

Actions •  Celebrate successes •  Recognize individuals and groups •  Manage resistance •  Demonstrate commitment to

sustaining this change


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Key challenges for change leaders

1.  Avoiding the Delegation Trap 2.  Time and focus – “normal

job” and “change job” 3.  Personal commitment – not

delivering scripts 4.  Courage to lead the “hard to

love” changes. 5.  Others?

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“Life comes at us in waves. We can't predict or control those waves, but we can learn to surf.”

Dan Millman

Greatest contributors to success

Active and visible executive

sponsorship

28 2016 Best Practices in Change Management Report. 1,120 participants in 56 countries. Prosci Inc copyright 2016.

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Q&A

Where to find today’s slides and recording • Being Human Company Linked in Profile – Follow us • Catherine Smithson’s Linked In profile • Being Human’s Facebook page • www.slideshare.net Search for Being Human Pty Ltd

(now includes option to listen to recording) • YouTube - Search for Being Human Pty Ltd

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More info

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

Webinars •  Change Conversations

Seminar, Canberra, May 25

Prosci •  change-management.com •  prosci.com •  portal.prosci.com

introducing being human - prosci · 4/08/16 2 topics • why leaders need to change how they lead...

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