talentweek™ presentation - eric d. hieger

SCALING UP EXCELLENCE

Eric D. Hieger, Psy.D.Senior Director, Change Leadership

Global Business TransformationADP

The Changing Nature ofBusiness & Behavior Change

in a Transforming World

Presented By:Eric D. Hieger, Psy.D.

Sr. Director, Change Leadership,Global Business Transformation, ADP

The Changing Nature ofBusiness & Behavior Changein a Transforming World

CHANGE =

WHATIF…?

INCREASEPace

AmplitudeScale

Complexity

ADAPT, MIGRATE, or DIE

CHANGE=

Learning,Unlearning,

New Learning,Growth,

Next LevelIntegration

Employees were empowered to take initiative in achieving the transformation’stargets

The organization was energized through ongoing communications andengagement

Sufficient resources were deployed against the transformation to makeprogress at the necessary pace

Top 5 actions with the highest correlation with success(In decreasing order of importance)1

The assessment phase of the transformation included identifying theorganization’s current capabilities and those that would be required to deliverthe transformation’s aspiration

Roles and responsibilities were clear, so people felt accountable for deliveringresults

1

3

4

5

2

1 Regression analysis performed on all mechanisms identified in the survey identifying the correlation between the tactics and the degree of success of thetransformation. The “top 5” have been selected based on the highest beta, with a significance of 95%

SOURCE: McKinsey Quarterly Transformational Change survey, January 2010

More Science Than Art in DesigningSuccessful Change Programs

Change LeadershipArchitecture and DesignStakeholder LeadershipActivating and SustainingCommitment Change Management

Operational ExecutionStakeholder Assessmentand ReadinessManagementCommunications andEngagement Planning &ExecutionRisk and IssuesManagement

Change the Way We Change:5 Key Principles

Principle 1: Business is in a continuous state ofchange (concurrent, fast, complex)… thereforechange management must become more agile,continuous and iterative

Principle 2: Focus change management effortson the new reality and future state toaccelerate progress

Principle 3: Traditional communications areno longer sufficient… change managementrequires dynamic, continual conversation andengagement

Change the Way We Change:5 Key Principles

Principle 4: Expand the circle ofaccountability for change… Value changeleadership which emerges from inside out,outside in, bottom up, top down and across theorganization

Principle 5: Adoption and internalizedbehavior change are the ultimate measure ofsuccess of change management

AGILE – ability to react quickly (speed) & flex

ADAPTABLE – ability to adjust, regulate,tolerate, & acclimate over time

RESILIENT – less stress, faster recovery

EMBRACING – welcoming change as a giftand an opportunity to thrive

SEEKING – seeking change and/or destabilizefor intentional positive change,i.e., improvement and innovation

CHANGE RESPONSE SPECTRUM

© 2014 Eric D. Hieger, Psy.D.

Change LeadersAlways Challenge

Themselves& Others

• Critical & Strategic Thinking• Creativity & Innovation• Collaboration• Learning Agility• Network Leadership

– Influence Without Authority

Key Areas ofTalent Development

Network Leader:Influence Without Authority

This role involves establishing strong networkperformance by building, aligning, and enablingbroad networks both internal and external to theorganization. Network leadership is more aboutinfluence than control; it is also a more indirect thandirect form of leadership, requiring leaders to createa work environment based on autonomy,empowerment, trust, sharing, and collaboration.

Source: CEB, The Rise of the Network Leader, 2013

The Change Champion’s responsibility:lead the focus on change dynamics…

Change Champion responsibilities include:Encouraging a disciplined approach to change leadership and managementactivities for the change effortWorking with team members to identify and document the impact of change onthe organization and specific stakeholder groups (both risk and opportunity)Working with the rest of the change team to develop the change story,communications strategy, and messages for all stakeholder groups and thoseaffected by the change

Eric D. Hieger, Psy.D.Sr. Director, Change LeadershipGlobal Business TransformationEric.Hieger@adp.comwww.linkedin.com/in/drerichieger@drerichieger