Change Management Methodology by Operational Excellence Consulting

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Change is the only constant in the work environment today. For change to be successful, it has to be effectively managed. To achieve this, it is essential that the human aspects of change be addressed throughout the change process. This easy to follow Change Management Methodology provides a step-by-step blueprint for change managers to successfully implement and sustain change in their work environment. This guide is applicable to all types of organizations. CONTENTS: 1. Analyze Current Situation - Identify reason for change - Assess readiness for change - Assess impact of change - Identify gaps - Gather feedback 2. Plan & Launch Program - Define change strategy - Set up change infrastructure - Create awareness and get buy-in - Develop and communicate plans - Develop skills - Launch pilot project 3. Monitor Progress - Monitor change process - Overcome resistance to change - Audit for behavioral changes - Measure effectiveness - Provide support 4. Evaluate Effectiveness - Review results - Share success stories - Provide follow up support - Reward and recognize To download this complete presentation, please visit http://www.oeconsulting.com.sg

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Change Management Methodology:

The guide serves as a blueprint for change managers to successfully implement and sustain change by systematically diagnosing, anticipating, measuring and managing change programs in their work environment. Change Management Methodology Step by step approach to managing change initiatives and programs

Introduction to Change Management:

Introduction to Change Management Change is the only constant in the work environment today. For change to be successful, it has to be managed. To achieve this, it is essential that the human aspects of change be addressed throughout the change process. The Change Management Methodology serves as a blueprint for change managers to implement and sustain change in their work environment.

About the Change Management Methodology:

About the Change Management Methodology The Change Management Methodology builds on the assumption that the change manager has already obtained his/her bearings from the organization vision, obtained commitment and support from senior management, set his/her priorities, decided on what the required changes are and what the desired outcomes should be. The methodology is organized into four phases.

Overview of the Change Management Methodology:

Overview of the Change Management Methodology Evaluate Effectiveness Monitor Progress Plan & Launch Program Analyze Current Situation

PowerPoint Presentation:

The Four K ey P hases of Change M anagement Change Management Methodology PHASE DESCRIPTION Analyze Current Situation Identifies the reason for change and required changes; analyzes impact, identifies gap and gathers feedback on proposed changes. Plan & Launch Program Defines change strategy and infrastructure; articulates and defines the entire change process to bridge the gap between “present state” and “desired state”; builds understanding, support and commitment to change; train toward the new practices, process and systems; launch pilot projects. Monitor Progress Monitors the change transition and transformation process; assesses and measures change effectiveness on human behavior , practices, processes and systems; addresses resistance to change; provides support and reinforcement . Evaluate Effectiveness Reviews results of change process with appropriate follow-up actions; supports culture change; shares success stories and learning points; reward and recognize successful change.

PowerPoint Presentation:

A systematic approach to managing change ensures greater buy-in and support for the change program Change Management Methodology Analyze Current Situation Plan & Launch Program Monitor Progress Evaluate Effectiveness Identify reason for change Assess readiness for change Assess impact of change Identify gaps Gather feedback Define change strategy Set up change infrastructure Create awareness and get buy-in Develop and communicate plans Develop skills Launch pilot project Monitor change process Overcome resistance to change A ssess behavioral changes Measure effectiveness Provide support Review results Share success stories Provide follow up support Reward and recognize

Phase 1: Analyze Current Situation:

Phase 1: Analyze Current Situation

Change Management Methodology:

Change Management Methodology Evaluate Effectiveness Monitor Progress Plan & Launch Program Analyze Current Situation Identify reason for change Assess readiness for change Assess impact of change Identify gaps Gather feedback

Objectives – Phase 1 :

Objectives – Phase 1 To understand the reason for change and the desired changes. To analyze gaps and impact of change on stakeholders. To gather stakeholder’s feedback on proposed changes.

1.1 Identify Reason for Change :

1.1 Identify Reason for Change Understand the changes affecting the organization and the background to the changes Driving force behind the change Changes to be implemented (e.g. n ew IT system with major changes to business processes) Expected value and benefits Appoint a key figure as a champion for change

1.2 Assess Readiness for Change:

1.2 Assess Readiness for Change Assess the organization’s readiness for change to surface hidden agenda and identify key resistance issues Scale of change (e.g. organization-wide or department-specific or for an individual only) Affected party’s past experience with change Identify key resistance issues

1.3 Assess Impact of Change:

1.3 Assess Impact of Change Assess impact of change on the organization/ department/individual Culture Organization structure Business process Job design Skills and knowledge Worker motivation Operating policies Human resource policies Technology interfaces Workload

1.3 Assess Impact of Change:

1.3 Assess Impact of Change Identify Stakeholders. Stakeholders include customers, employees, shareholders/owners, suppliers/other business partners. Analyze the stakeholders to: Determine their profile and their required skills Understand how the changes will affect them and what is in it for them Anticipate their responses to the changes Identify influential groups and individuals Segment the stakeholders (e.g. by common needs, responses or common goals)

1.3 Assess Impact of Change:

1.3 Assess Impact of Change Determine exactly how stakeholders will have to change and what they will have to do to ensure success for the planned changes.

1.4 Identify Gaps:

1.4 Identify Gaps Identify gaps for key stakeholders in the following areas: Knowledge (e.g. technical knowledge for process optimization) Skills Attitudes

1.5 Gather Feedback:

1.5 Gather Feedback Involve as many stakeholders as possible in the planned changes. Gather feedback from stakeholders on their views about the change if necessary. Feedback can be obtained through various mechanisms such as focus groups, surveys or interviews.

Deliverables – Phase 1:

Deliverables – Phase 1 List of key resistance issues Impact analysis of stakeholders Stakeholder profile List of influential stakeholders/individuals Gap analysis Focus group discussion findings Interviews with stakeholders Survey results

Phase 2: Plan & Launch Program:

Phase 2: Plan & Launch Program

Change Management Methodology:

Change Management Methodology Evaluate Effectiveness Monitor Progress Plan & Launch Program Analyze Current Situation Define change strategy Set up change infrastructure Create awareness and get buy-in Develop and communicate plans Develop skills Launch pilot project

Objectives – Phase 2 :

Objectives – Phase 2 To define change strategy and set up change management infrastructure support. To create awareness and communicate the change process to gather understanding and support. To equip people with the required knowledge and skills to prepare for the change.

2.1 Define Change Strategy:

2.1 Define Change Strategy Define change strategy and the change programs required (e.g. how to create awareness, how to communicate, what training programs, what pilot projects to start with). Consolidate the change management plan. Identify the tangible and intangible results to be achieved at the end of the change process. Assess the need to invest in additional resources (e.g. more people) to support the change program.

2.2 Set Up Change Infrastructure:

2.2 Set Up Change Infrastructure Establish an organization infrastructure (see Annex A ) and a physical infrastructure for the implementation of change. Physical infrastructure may include additional PCs, telephone lines, workstations, etc. For changes affecting an organization, setting up a change management team is necessary. A change management team is a cross-functional team comprising: A core team made up of a steering committee (e.g. senior executives) A working team (e.g. functional managers) A team of change agents, i.e. change champions from each operations unit affected by the change; The change agents also act as link-pins between the operations units and the core team

2.2 Set Up Change Infrastructure:

2.2 Set Up Change Infrastructure For changes affecting only a department or section, the model in Annex A should be scaled down as appropriate . The roles and responsibilities of the change management team are described in Annex A .

2.3 Create Awareness and Get Buy-In:

2.3 Create Awareness and Get Buy-In Increase the awareness on the need and benefits of change among affected groups or individuals. Various methods to create awareness are: Emails Memorandums Notice boards Intranet Meetings Conferences Newsletters Videos Reading materials Special events, e.g . Quality day; supplier’s day

2.3 Create Awareness and Get Buy-In:

2.3 Create Awareness and Get Buy-In Ensure that stakeholders understand the need and benefits of the desired changes and get their buy-in or commitment.

2.4 Develop and Communicate Plans:

2.4 Develop and Communicate Plans Identify the key stakeholders, their stake in the change and anticipate the possible reactions to the changes and the questions they will ask during different stages of implementation. Stakeholders include customers, senior management, middle management, employees, supporting departments, suppliers and the community in which the organization resides.

END OF PREVIEW:

END OF PREVIEW To download this complete presentation, please visit us at: www.oeconsulting.com.sg

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