1 / 19

Leading Holistic Change: Strategies for Effective Employee Engagement and Sustainable Transformation

Discover the transformative power of the wHolistic Change™ approach, emphasizing employee engagement through strong executive sponsorship. This comprehensive framework integrates change into every business aspect, from marketing to manufacturing. Learn to define success, gain sponsorship, create change agents, and plan effectively. Understand the importance of communication, training, and continuous improvement to foster lasting change. Overcome resistance and keep your organization adaptable in an evolving landscape. For more insights, connect with us at wHolistic-Change.com.

sumitra-chetan
Télécharger la présentation

Leading Holistic Change: Strategies for Effective Employee Engagement and Sustainable Transformation

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  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

More Related