During an APM Benefits SIG committee meeting, a request was made for someone to present on Benefits Management at a lunchtime working session at the Open University (an APM Corporate member) in Milton Keynes. Have previously gained and benefited from an OU degree I immediately volunteered with a view to both ‘giving something back’ and having a genuine interest in what the OU were doing to tackle this subject of which I am a keen proponent.
The popularity and success of this event is in no small part due to the energy and approach of Will Levy. Will, who has only been in post for 12 months, has during this time introduced Benefits and Portfolio management to the OU. The OU is clearly a progressive organisation with a strong desire to succeed and flourish and Will is currently working to ensure that its transformational change initiatives are fully aligned with its strategic plan. It is apparent that developing their Portfolio and Benefits Management capabilities together is enabling both disciplines to gain traction in way that by approaching them independently would have been less effective.
The event gave me an opportunity to present on my firmly held belief that effective Benefits Management is a wonderful enabler for sustainable organisational change. The BM processes themselves becoming much more effective when viewed and implemented through a Change Management Lens. There were two other speakers in the line up; Jim Yates, an OU tutor and lecturer, gave a presentation on the importance of recognising and accommodating the different perspectives of an organisation’s stakeholders. And Sean Sellers, a Business Transformation Manager, presented on the progress of an OU change programme for which he has Benefits Management responsibilities.
This was a good event which was finished off by a networking opportunity, fuelled by a great selection of sandwiches, and some more Benefits and Change conversation. Will suggested that he would be interested in seeking representation from other APM SIGs to help inform and develop his organisations Change Management capability.
Corporate Profile 47Billion Information Technology
Benefits management and organisational change
1. “A world in which all
projects succeed”
APM’s 2020 Vision
Benefits Management &
Organisational Change
Open University
Milton Keynes
12 Feb 2014
Neil White
APM
Benefits Management
Specific Interest Group
2.
3. Context for Benefits Management (BM)
Today, the ability of organisations to
adapt (change) is becoming even more
important than the changes themselves.
Prevalent drivers of change include:
Globalisation
Economy
Technological
Environmental
Innovation
Regulation
De-regulation
Today, an inability to respond to these
change drivers = a high risk of failure
4. Poor change performance & individuals
=
=
X
X
GRADUAL
CHANGE
=
X
ANXIETY
=
X
CONFUSION
=
X
CHANGE
FRUSTRATION
=
FALSE
STARTS
7. Benefits and Change Management – the proposition
Change is
increasing in
scope, scale and
frequency
Businesses
must have the
capability to
respond to
change drivers
quickly and
effectively
Our experience
has shown us
what the change
problems are
How?
Our experience
tells us what the
solutions to our
change
problems are
BM reduces the
impact of many
of the known
problems with
change
BM enables
a common
platform &
agenda on which
to identify &
engage
stakeholders
8. BM Overview
BM – helps ensure that an organisation’s investment in change is both
wholly beneficial and aligned to the organisation’s business strategy
9. Example benefits dependency map (Cranfield)
Enabler
Business
Changes
Benefit
Benefit
Objective
Disbenefit
HS2
More good
workers attracted
to London
HS2 Hybrid
Bill
To widen
labour pool
Reduce
commute time
Link Midlands
to London ( 1)
Increased
regional spend
HSR Bill
Link economic
centres ( 2)
Shorter meeting
journey time
Increased UK
Trading
Improved GDP
To increase
passenger
satisfaction
To increase
regional
economic
growth
To increase
jobs in
regions
13. Relationship between Management Capabilities
Business
Contribution
Change
People, business
& organisation
Change
BRM
Shared agenda &
benefits aligned to
strategy
BRM
P2
Effective delivery
of change enablers
P2
Portfolio
Strategic
Oversight &
control
Portfolio
Sustainable
change aligned
to organisational
strategy
Change
Change
Change
BRM
BRM
P2
14. To summarise:
BM enables an organisation to provide meaningful
answers to the following questions:
Why are these changes necessary?
What benefits do these changes realise?
Are we making the best use of our investment?
How are we performing?
When will the expected benefits be realised?
15. To summarise:
BM enables an organisation to provide meaningful
answers to the following questions:
What executive support is there for these changes?
Who is accountable/responsible for what?
Who is impacted and what is their WIIFM dividend?
What is my role and how do I contribute?
How are other stakeholders contributing to the changes?
16. Top tips
Implicate stakeholders in the process – BM needs
effective stakeholder engagement
Emphasise that it is all about benefits!
Understand the relationship and dependencies
between the key organisational capabilities
‘Manage’ the impact of change on the organisation
and its people
If possible, pilot the rollout of BM and respond to and
reconcile issues as they arise – as with most things
‘ORGANIC IS BEST’
17. Useful Links
APM
The Association for
Project Management
(Official group)
Slideshare
slideshare.net/assocpm
Facebook
Association for
Project Management
Google+
Association for Project
Management
Twitter
@APMProjectMgmt
YouTube
youtube.com/APMProjectM
gmt
Benefits Management References
Bradley, G (2006) Benefits Realisation Management, Gower
Jenner, S, (2012) Managing Benefits, APMG http://bit.ly/1erQ4U0
APM, Benefits Management SIG
APM, Enabling Change SIG
Neil White - LinkedIn Profile uk.linkedin.com/in/changevista/
Notes de l'éditeur
Brief Intro – APM and myself
APM a progressive organisation aimed at furthering the profession of project management
Aimed at establishing and improving on individual skills and experience
Neil White
BSc in Maths and Computer Science
MSc in Change Management
Benefits Management SIG
Benefits Management Thought leadership
My interest is in leveraging change management thinking to maximise worth of BM practices
Joint conference with Portfolio SIG
Organisations are able to make and sustain change when allowed to do so organically
Many external change pressures for change
Competition
Globalisation
More for less
Etc
Describes the factors behind poor change performance
Describe the impact of each feature to stakeholders
Explain that all of these are avoidable
Developed from work originally carried out by kubler-ross and her team
Human nature
People can go through a number of emotions when faced with change
Some go through all some just a few
Change Management is about flattening this curve
Change Management is about connecting and implication people with the change environment
Stakeholder Management – People Enagagement
All change results in a loss of performance before benefits are realised
Loss of performance due to:
The negative impact on people
Poor Change Management
Poor business change management
Change Management is about flattening this curve!
Relationship between Benefits Management and Change Management
Benefits Management works best when organisational change thinking is applied to the capability
Change Management thinking addresses the people and organisational aspects of change
The underlying BM process
Linkage with organisations strategy
Smart objectives allocated to accountable and responsible owners
Benefits identified and agreed by all stakeholders – including who will measure and how
Changes are identified and selected on their ability to enable delivery of benefits
Realisation of benefits – made possible through all that preceded – needs great energy and rigour
NOTE – benefits will probably not be fully realised until projects and programmes have closed
Make special mention of Benefits Maps
Explain there are different type of maps
Benefits Dependency Map (Cranfield) – shows benefits and enabling change
Results Chain (DMR/Thorp)
Provides a graphical representation of the vents and conditions required to achieve stated business outcomes.
Four components:
Outcomes (benefits) – circles
Initiatives – squares
Contributions – shown as arrows
Assumptions – hexagons
Logic Map
Describe briefly participant approach to constructing them
Importance of measurement emphasised for each stage
Keep people informed on continued relevance and progress of changes and benefits realisation
Investors
Business Managers
End users
Change Team
Must be embedded where possible into BAU
Where multiple initiatives are underway tools become essential
Manage complexity
Labour saving
Enable stakeholders to ‘picture’ progress
Helps sustain required post change rigour
The ability to generate reports from tools mean reduced reporting burden
Based upon dashboard concept
Can usually be tailored to individual presentation preferences
– recognising the contribution and relationship that Benefits Management has with other organisational capabilities
Change Management– the ability to manage the organisation, its people and business operations through change
BRM – an end to end benefits driven process that engages with stakeholders and links changes with business strategy. Provides meaningful data to enable management
P2 – enabling changes must delivered with key abilities such as measurement, reporting, risk, estimating etc
Portfolio – tuned to meet organisations strategic needs – puts organisation in control
An opportunity in a single discipline to bring together the lessons learned around organisational change and project management
Approached from a capability standpoint - learning is at the heart of successful organisational change management
Addresses:
Poor stakeholder engagement
Limited confidence in approach & solution
Lack of trust
Poor communication and/or misinformation
Fear & Anxiety & Isolation
Disillusionment & Cynicism
Limited/zero sustainability
Unrealistic objectives
Unclear WIIFM
Poor understanding of how people contribute to change
Poor performance measurement - feedback
Limited accountability & ill-defined responsibilities
Poor use of organisations resource
etc
An opportunity in a single discipline to bring together the lessons learned around organisational change and project management
Approached from a capability standpoint - learning is at the heart of successful organisational change management
Addresses:
Poor stakeholder engagement
Limited confidence in approach & solution
Lack of trust
Poor communication and/or misinformation
Fear & Anxiety & Isolation
Disillusionment & Cynicism
Limited/zero sustainability
Unrealistic objectives
Unclear WIIFM
Poor understanding of how people contribute to change
Poor performance measurement - feedback
Limited accountability & ill-defined responsibilities
Poor use of organisations resource
etc