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Leading a wHolistic Change ™

Explore the wHolistic Change™ approach to initiating and sustaining organizational change, involving executive sponsorship, employee engagement, communication planning, change agents, and lasting practices. Learn to define success, gain sponsorship, overcome resistance, and create a change-ready culture.

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Leading a wHolistic Change ™

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  1. Leading a wHolistic Change™ http://www.ted.com/talks/lang/eng/derek_sivers_how_to_start_a_movement.html Courtesy Derek Sivers sivers.org 2

  2. Changes done to us vs. Change done with us Ways to Approach Change 3

  3. wHolistic Change™ Approach Employee engagement with strong executive sponsorship 4

  4. Making the Case for Change Incorporating the change into every aspect of your business. Marketing Manufacturing Customers Call Center Corporate Communications Legal 5

  5. Defining Success • Define and measure success to • recognize it once it’s achieved • Examples: • * Rework avoided: ($ to reprocess the service) x (number of services that need to be reprocessed) • * Optimization: (Increased volume) x (value of product per unit of time) x (additional time product is available) • * Time-to-market: (Value of increased market segment share) x (number of weeks accelerated to market) 6

  6. Gaining Sponsorship Expectations for an executive sponsor STOP If an executive sponsor is missing, stop! 7

  7. Creating Change Agents • Recognition • Empowerment • Networking • Incorporation 8

  8. Planning the Change Effort • Analyze current state • Determine future state • Ensure alignment and buy-in across all stakeholders! Marketing Manufacturing Call Center Customers Corporate Communications Legal 9

  9. Planning the Change, Cont’d • Assess the organization’s capacity for change • Account for all impacts • Don’t overload! 10

  10. Establishing a Change That Lasts Communities of Practice share information and knowledge, and provide continuous improvement feedback • Practitioner community • Middle manager community • Stakeholder community • Expert community 11

  11. Executing the Change Over-Communicate! • Brand the change • Identify the audiences • Message highlights • Format & frequency, by audience 12

  12. Communication Planning • Top-down communication • Lateral / Sideways communication • Bottom-up communication 13

  13. Setting People up for Success What is needed to adopt the change? • Continuous improvement feedback loop • Templates and samples • Job aids and process & procedures • Alignment with other processes • Governance: authority over operations 14

  14. Training & Development • Training and certification • Individual level competencies • Organizational level competencies • Incentives for adoption 15

  15. Reporting Progress • Change objective • Measurement of success • Change roadmap • Key milestones • Success stories • Critical issues and risks 16

  16. Overcoming Resistance • Keep it simple and easy to adopt • Ensure proper incentives • Involve middle managers • Resistance is normal! • Maintain your sense of humor and balance • Always remember that the goal is the change, not individual glory! 17

  17. Changes to the Change • Plans change with feedback and/or changing business climate • Don’t be afraid to change your change! • Communicate new changes and refocus all stakeholders 18

  18. For More Information • Follow our blog at wHolistic-Change.com • Michelle Smeby • mobile: 612-308-8358 michelle@wholistic-change.com • Patty Stolpman • mobile: 612-750-2204patty@wholistic-change.com 19

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