infinidea - change management - fall 2016 - final
TRANSCRIPT
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Change management 10/17/16
INFINIDEA
Presenters:Amir FarzamVarun ChauhanLeticia FerreiraBingyu (Angela) LiMohammad Afzal
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Importance of Change Management People-related aspects Transformation cycle and
supporting processes The ADKAR model
Content
Adaptated from Prof. Ehap Sabri’s Global Logistics and Transportation course material
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The need for change management
70%
30%
Transformation initiatives
Failure Success
Source: McKinsey Quarterly Transformation Executive Survey, 2008
People-related aspects poorly addressed or neglected
Inadequate communication
Lack of stakeholder comprehension
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The emotional roller-coaster
The Kubler-Ross change curve (or grief model)
‘To-Be’
‘As-Is’Phase 1 Phase 2 Phase 3
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Force field analysis
‘As-Is’
Restraining forces
Restraining forces
Restraining forcesDriving forces
Driving forces
Driving forces
Kurt Lewin’s model http://www.change-management-coach.com/force-field-analysis.html
‘To-Be’
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The classic adoption curve
Everett Rogers – Diffusion of Innovations, 1962
Change ambassadors Resistance group
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Transformation Cycle
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Lean & Agile Value Chain Management (LAVCM)
Alignment with Corporate Goals
Developing Vision, Objectives, Strategies
Process Analysis & Benchmarking
Selecting Software Provider
(if needed)Calculating Return On Investment
Developing Program and Project Plans
Project Implementation
Updating Performance
Management System
PlanImplementSustain
Ehap Sabri, Ph.D., CFPIM; Salim Shaikh, CPIM, CSCP
Developing a Winning Transformation Team
Organizational Alignment and Cultural Support
Education, Communication Management & Sponsorship
Effective Performance Management System
Supporting Processes
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The ADKAR model
Achievements
A Awareness Recognize need for change
D Desire Willingness to support and participate
K Knowledge How to change
A Ability To implement required skills and behavior
R Reinforcement Full implementation of change
Phases / Milestones
Source: Jeffrey Hiatt. “ADKAR: A Model for Change in business, Government and Community” Prosci Research, 2006
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ADKAR & transformation cycle phases
Organizational
A Awareness
D Desire
K Knowledge
A Ability
R Reinforcement Sustain
Plan
Implement
Individual
Source: Jeffrey Hiatt. “ADKAR: A Model for Change in business, Government and Community” Prosci Research, 2006
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ADKAR & change mngmt supporting processes
Source: Jeffrey Hiatt. “ADKAR: A Model for Change in business, Government and Community” Prosci Research, 2006
Developing a Winning Transformation Team
Organizational Alignment and Cultural Support
Education, Communication Management & Sponsorship
Effective Performance Management System
A D K A R
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Change management is critical Recognize and address people-
related aspects Transformation cycle:
Plan – Implement – Sustain The ADKAR model x transformation
cycle and supporting processes
Summary
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http://www.change-management.com/tutorials.htm
http://www.change-management-coach.com/change-management-models.html
http://www.slideshare.net/peoplewizconsulting/change-management-models-a-comparison
Additional information
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Thank you