change management 2016
TRANSCRIPT
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Go from good to great by…MANAGING CHANGE
EFFECTIVELYLondon HR and Training
July 2016
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Introduction
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Intro - London HR and Training
• London HR and Training is a specialist human resources and training consultancy headed by Timothy Holden
• 10 years in banking• 20 years in training and human resources• Business owner since 2007• The core services provided by London HR and
Training are:- Reducing costs and saving time through bespoke HR initiatives and projects- Training course design and delivery- Services for job seekers
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Contents5-6 Definitions7-8 Types of career9-11 Laws of successful career-building12-13 Mind-sets and mobility14-15 Psychological distance16-17 Schmoozing18-19 Public speaking20-21 Social media22-23 Components of credibility24-25 Build your strength26-27 Career conversations between managers and employees28-29 But I’m an older worker…30-31 Ways to form better relationships with colleagues32-33 Imposter syndrome34-36 Show that you are not an “I don’t care” person37-39 Questions to examine work habits40-41 Thinking about becoming self-employed?42-43 Mentoring and careers44-46 Career management47-48 Exercise49-50 To sum up…
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Definitions
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Definitions• Change management• Transformational change• Organisational change• Transitional change
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Change typologies
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Change typologies
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PROACTIVE Tuning Re-orientation
REACTIVE Adaption Re-creation
INCREMENTAL TRANSFORMATIONAL
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Levers of change management
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Levers of change management
• Communications plan• Sponsor roadmap • Coaching plan• Training plan• Resistance management plan
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Change and skills
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Change and skills• Management skills• Leadership skills• Coaching skills
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Models of change management
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Models of change management 1 of 2
• Preparing for change• Managing change• Reinforcing change
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Models of change management 2 of 2
• Lewin• Kotter• Hiatt
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Key drivers for effective change
management
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Key drivers for effective change management
• Leadership readiness• Employee communication• Resource management• Risk mitigation
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Moods of change
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Moods of change• Negative emotions• Positive emotions
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Change communications and
deliverables
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Change communications and deliverables
• Face to face communication• General communication• Events• Digital communication• Furniture• Employee amenities
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Workplace change management
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Workplace change management
• DefinitionSteps to take • Create the business case for
change• Develop a common vision• Communicate for buy-in• Manage the change• Adopt and adjust to the changePage 23
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Themes of change transformation
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Themes of change transformation
• Reading and rewriting the context• Aligning strategy and culture• Delivering radical change opportunistically• Ambiguity and purposeful instability• Narratives, storytelling and conversations• Physical representation, metaphors and
play• Relational leadership• Building trust• Voice, dialogue and rethinking resistance• Emotion, energy and momentumPage 25
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How to land transformational
change
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How to land transformational change• Building leadership for change• Building understanding of and
commitment to change• Enabling change
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The understanding that underpins
transformational change
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The understanding that underpins
transformational change• Long-term approach• Sequencing• Lead by example• Investment in softer interventions• Pushing strategies down to the front
line• Translating rhetoric into tangibles• Transparency and proximityPage 29
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A seven-step approach for transformational
training
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A seven-step approach for transformational training
• Clear mission and values• Values and attitudes• Leadership and management
principles• Strategy mapping• Skills• Consistent communication• Performance metricsPage 31
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Managing change during M&A
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Managing change during M&A
• Integration plan• Clear vision• Understanding cultural differences• Employee involvement• Customer focus• HR restructuring• Downsizing
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Spearheading a technology change
management programme
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Spearheading a technology change
management programme• Secure an executive mandate for change
starting with the MD or CEO• Simplify and standardise the environment
as much as possible before embarking on a major transformation
• Build expertise in creating a culture of change management
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Cultural change
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Cultural change• What is organisational culture?• Outcomes of poor organisational
culture• Impact of constructive cultures• Examples of focus• A cultural change plan• A strategy to go forwardPage 37
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Project management and change
management
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Project management and change management
• Process• Tools
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Leaders and change
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Leaders and change 1 of 2
Phases to navigate through• Discover• Decide• Do• Discern
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Leaders and change 2 of 2
Roles that leaders play• Sponsor• Role model• Decision maker• Voice• Motivator• EnforcerPage 42
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Why change efforts fail…
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Why change efforts fail…• Not establishing a great enough sense of
urgency• Not creating a powerful enough guiding
coalition• Lacking a vision• Under-communicating the vision by a factor
of ten• Not removing obstacles to the new vision• Not systematically planning for-or creating-
short term wins• Declaring victory too soon• Not anchoring changes in the corporation’s
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Tips for achieving successful change
management
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Tips for achieving successful change
management• Know who you are• Be realistic about skills or
objectivity• Be clear about how you want to
implement change and be ready to explain what you want
• Communicate the change• Watch out for homeostasisPage 46
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Exercise
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Exercise
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To sum up…
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To sum up…• Conclusion• Summary• Videos• Useful links
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