Change Nirvana - tnshrm.orgChange Nirvana Author: [email protected] Created Date:...
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4/23/2018 1 Change Nirvana www.WePropelChange.com Change Love it? …or hate it? ‘Everyone Thinks of Changing the World But No One Thinks of Changing Himself ’ Leo Tolstoy (1828– 1910)
Transcript of Change Nirvana - tnshrm.orgChange Nirvana Author: [email protected] Created Date:...
4/23/2018
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Change Nirvanawww.WePropelChange.com
ChangeLove it?
…or hate it?
‘Everyone Thinks of
Changing the World
But No One Thinks of
Changing Himself’
Leo Tolstoy (1828– 1910)
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Step 1:Identify What You Need to Change
Where do I begin?
Impact/Difference
Game Changing Strategy
❖ Strategic
❖ Top level people involved in decision
❖ Typically impacts most employees
❖ Timeframe is usually several
months / years to complete and realize ROI
❖ Capability of “leaps” for business
Low-Hanging Fruit
❖ More task or process oriented
❖ Lower levels can be involved in decisions
❖ Typically involves a smaller number
of employees
❖ Timeframe can be a little as one day
❖ Capability of “leaps” if enough
employees are engaged in identifying / implementing change
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Clarity Through GAR1. Goal:
What are you trying to
accomplish?
2. Assets:
What is in place to help you do that?
3. Roadblocks:
What needs to change to make
it easier?
Goal: Develop sales culture within VPs and
Directors by end of year
❖ Long sales cycle
❖ VPs and Directors think we are
asking them to sell
❖ CRM tool not very efficient
❖ No one else in our company
has done this
❖ COO has told them to network
for 2 years – not successful
❖ #2 in world
❖ Long term employees
❖ Involved leaders
❖ Well known brand in area with
long history of success
❖ Repeat customers
PRIORITIZE
❖ Invoices are not paid for 100
days – should be 20
❖ Need improved efficiency /
responsiveness in client
scheduling
❖ Don’t start / finish jobs on time
❖ Don’t efficiently transfer the
customer relationship from
Sales to Account Managers
Goal: Increase Revenue by 12% in 2016
❖ Well known company
❖ Loyal employees
❖ Leadership who believes in the
employees
❖ Competent staff
❖ Great products / services
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❖ System development has taken twice as long as expected
❖ Existing system is 30 years old
❖ Fear of customers being upset due to longer wait times
❖ Fear that end users won’t accept the new system
❖ Lawsuit between software supplier and client
❖ Union employees may file grievance due to change
Goal: Implement ERP System by July 2017
❖ Customers have to use us
❖ Long term employees
❖ System should make our work
faster and easier
❖ Leaders are committed to
making this work
❖ SMEs from each area
❖ Change management team is
creative and helpful
Goal:1
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Step 2: Create a Plan for Successful Adoption
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Tackle the Change: ADKAR Model
Awareness
Desire
Knowledge
Ability
Reinforcement
Discuss Your Experience:
Awareness
Desire
Knowledge
Ability
Reinforcement
1. Think about a time
when change didn’t work well. Which
phases needed more focus?
2. Think about a time
when change worked well. Which phases
were addressed?
Tackle the Change:Your ADKAR Worksheet
PhaseMore Focus Ideas
Awareness
Desire
Knowledge
Ability
Reinforcement
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Step 3: Create a “Change Ready” Culture
Am I the only one who sees a problem here?
Hope as a strategy
5 Change Inhibitors
Suggestions?
What you see everyday, you don’t see Susie will volunteer Not sure how to make the change
Changing Priorities
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5 Change Inhibitors
Suggestions?
What you see everyday, you don’t see
Susie will volunteer
Not sure how to make the change
Changing Priorities
Step 4: Apply the Recipe for Success
10 Key Ingredients of the “Secret Sauce”: Sustainability
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Key Ingredients of the “Secret Sauce”
2. Tackle “bite sized” projects where possible.
1. Make sure the change is linked to your organization’s strategy.
Key Ingredients of the “Secret Sauce”
3. Get involvement at all levels.
4. Provide clear expectations.
Key Ingredients of the “Secret Sauce”
7. Use visuals to show progress.
6. Have frequent check ins to gather feedback.
5. Communicate throughout the project in creative ways.
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Key Ingredients of the “Secret Sauce”
8. Actively manage resistance.
9. Demonstrate commitment.
Key Ingredients of the “Secret Sauce”
10. Celebrate success.
Goal:1
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Tackle the Change: ADKAR Model
Awareness
Desire
Knowledge
Ability
Reinforcement
5 Change Inhibitors
Suggestions?What you see everyday, you don’t seeSusie will volunteer
Not sure how to make the change Changing Priorities
10 Key Ingredients
1. Link the change to your organization’s strategy.
2. Tackle “bite sized” projectswhere possible.
3. Get involvement at all levels.
4. Provide clear expectations.
5. Communicate throughout the project in creative ways.
6. Have frequent check ins togather feedback.
7. Use visuals to show progress.
8. Actively manage resistance.
9. Demonstrate commitment.
10. Celebrate success.
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Step 5:
Now Go And Do It…
Call Us If You Need Help
QUESTIONS?
Donna Griggs, CEO(615) 815-1616 (office)
(812) 457-2533 (mobile)
Call us to help make your change successful!
Handouts
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Goal:
PRIORITIZE
1
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Thought Starters
Tackle the Change:Your ADKAR Worksheet
PhaseMore Focus Ideas
Awareness
Desire
Knowledge
Ability
Reinforcement
5 Change Inhibitors
Suggestions?
What you see everyday, you don’t see
Susie will volunteer
Not sure how to make the change
Changing Priorities
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Key IngredientsWhat was done well during your last change?
What improvements were needed?
1. Link the change to your organization’s strategy.
2. Tackle “bite sized” projectswhere possible.
3. Get involvement at all levels.
4. Provide clear expectations.
5. Communicate throughout the project in creative ways.
6. Have frequent check ins togather feedback.
7. Use visuals to show progress.
8. Actively manage resistance.
9. Demonstrate commitment.
10. Celebrate success.
