Presenter: Angelo Baratta, Paradigm Shifter

Title: The Two Human Factors that Drive or Oppose ‘A’ Change

Date: 12 September 2014

PMI Information Systems

Virtual Professional Development

Symposium 2014

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Why Change Management is Important

“Change initiatives are time consuming and costly,

significantly impacting an organization’s drive toward success.

And nearly half of them fail.”

— PMI’s The Pulse of the Profession (Executive Summary) 2014

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Learning Objectives

“He who loves practice without theory is like the sailor who boards ship

without a rudder and compass and never knows where he may cast.”

– Leonardo Da Vinci

• Practice and Theory work hand-in-hand

A Framework for Change Management

1. Definition of change

2. What are we changing — 3 Dimensions of Change

3. Why change is rarely easy — 3 Laws of Change

4. What drives or opposes a change — 3 Force Factors for Change

Framework requires right frame of mind

• Ask that you park much of what you know about change because:

– many CM methodologies deal with change already taken place

– much of CM is from single point of view - the shareholder.

“It’s easier for [people]

to come up with new ideas

than to let go of old ones.” — Peter Drucker

Change: Definition

“to make the form, nature, content, future course, etc.,

of (something)

different from what it is or from what it would be if left alone”

?

3 Dimensions of a Change (what is changed)

Change is a complex concept comprising 3 distinct dimensions:

1. target object(s) changed within some context: the thing that is

changed

2. resulting performance factor changed (speed, cost, risk …)

3. change in value to some stakeholder

Failure can happen in any dimension

1. Target Object: Apple Maps, HealthCare.gov, …

» didn’t work properly

2. Performance factor: Health Professionals Regulator

» 300 days to 150 days

3. Value to stakeholder: Pension Updates Web App

» reduce cost associated with updates

» customer didn’t adopt

Success must be in all dimensions.

3 Universal Laws of Change/Motion (Newton)

• 1st: Persistence (inert, moment): tend to keep going ….

• status quo =… Lowest energy option

• change has cost … always

• 2nd: Energy/Power: figure out how much it will take

• f = ma (how much force do you need - objective)

• 3rd: Reciprocity: change elicits response

• from stakeholders

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These laws cannot be broken.

3 Factors of Change (energy req/avail)

• Technical (1st & 2nd)

– objective: what’s needed

• target object

• Social & Economic (3rd) - human

– subjective: who is engaged

• value to stakeholder

3 Factors

of Change

Technical

human

Interaction of dimensions, laws, factors

object • S/W, H/W

• method

• skills

Total Cost Required > Object Change Cost + Resistance costs

1st

2nd

(Tech)

3rd

(S-E)

+ 0 --

Recap

Forget clichés: change is difficult, people resist change, only

constant is change.

Develop practice grounded in theoretical framework

• Dimensions: Object, Performance, Value

• Laws: Persistence, Power, Reciprocity

• Factors: Technical, Social, Economic

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Conclusion — apply on your next project

For each business process in scope:

• Identify each change object

• Connect each object to one or more performance factors

• Connect each factor to one or more stakeholder

• Develop Stakeholder Value Impact G&L (Gain & Loss: +, 0, -)

• Impact assessment:

• Reduce energy required for the target change (uncouple)

• Increase positive stakeholder impacts

• Reduce negative stakeholder impact

• Convert neutral stakeholders

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Email: ABaratta@thePI.co

Web: www.thePI.co

PERFORMANCE innovation

Thank you

2014 PMI Information Systems Virtual Professional Development Symposium

The presenter is available to

answer questions in the chat pod

during the intermission

www.PMI.org