- The document discusses building change capability in organizations through effective change management.
- It highlights research finding that change success rates are low and many organizations lack change capabilities. Effective change management can increase success rates by 6 times.
- Building enterprise-wide change management involves developing leadership, applying processes consistently, increasing competencies, standardizing approaches, and socializing successes.
- The Prosci Change Management Maturity Model is presented as a framework to assess an organization's change capabilities.
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Changing the way we change aitd sydney 220715 ss
1. Changing the Way we
Change: Building a
Change Capable
Organisation
Presented by
Catherine Smithson
July 2015
2. Introducing Being Human
• Founded in 1993
• Our mission: develop
change-capable
people and
organisations so they
achieve the benefits of
change.
• Prosci Primary Affiliate
Australia and New
Zealand.
2
Getting back to Normal…
it’s a town in Illinois USA.
3. Prosci by the numbers
• 1994 – Founded in Loveland
(Denver) Colorado, USA
• 8 global Benchmarking
Reports
• 16 years of longitudinal
research
• 3,400+ research participants
• 63 countries
• 80% Fortune 500 companies
• 30,000+ Certified practitioners
worldwide
• 4,000+ Certified practitioners
Australia/New Zealand
3
4. Prosci 2014 Best Practices in Change
Management Benchmarking Report
• 822 participants
• 63 countries
• Top 3 roles:
• Change Management team
leader
• External consultant
• Project team leader
• 244 pages
• 38 new topics
The largest body of Change Management knowledge in the world.
4
2% 2% 3%
5%
14%
15%
25%
34%
Middle East
Latin America
Asia and Pacific
Islands
Africa
Europe
Canada
Australia and New
Zealand
United States
6. Topics
• Why we need to change
the way we change
• Global outlook – latest
research
• Triggers to get started
• Top contributors to success
• Mistakes to avoid
• What role can you play?
• Q & A
6
“Change is the law of life. And those who look
only to the past or present are certain to miss
the future.” John F. Kennedy
8. Change is the new “business as usual”
8
• Volume
• Speed
• Complexity
• Risk
• Transparency
• Others?
“Life comes at us in waves. We can't predict or
control those waves, but we can learn to surf.”
Dan Millman
9. Yet success rates of change remain low
IBM Making Change Work Report While the Work Keeps Changing Report
August 2014
1,400 organisations globally, over 20 industries,
10. And many organisations lack change
capabilities
10
IBM Making Change Work Report While the Work Keeps Changing Report
August 2014
1,400 organisations globally, over 20 industries,
11. 76%
CEOs see the need for investing in enterprise
change capability
“Our ability to adapt is
a key source of
competitive
advantage.”
Pricewaterhousecoopers 2008
“Organisational agility
is critical to business
success.”
McKinsey 2009
90%
12. Moving from “hit and miss” change….
12
to consistent, successful implementation and
benefit realisation with
high employee engagement
20. Just over 50% of organisations globally are
actively building enterprise Change Management
20
2014 Best Practices in Change Management Report.
3400 participants in 63 countries. Prosci copyright 2013.
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Yes No Don’t know
Actively working to deploy Change Management
2011 2013
21. Australia & New Zealand are early adopters
21
2014 Best Practices in Change Management Report.
3400 participants in 63 countries. Prosci copyright 2013.
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Middle East
Latin America
Europe
Asia and Pacific Islands
Canada
United States
Entire study population
Africa
Australia and New Zealand
Actively working to deploy Change Management by region
22. Early adopting industries
22
2014 Best Practices in Change Management Report.
3400 participants in 63 countries. Prosci copyright 2013.
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Entire Study Population
Oil and Gas
Information Services
Utilities
Retail Trade
Mining
Services - Other (except Public Administration)
Banking
Finance
Insurance
Pharmaceutical
Participants actively working to deploy by industry
23. Major gap between Change Management at
project and enterprise levels
23
of organisations apply a
Change Management
methodology
of organisations applying
Change Management
methodology to all
projects
2014 Best Practices in Change Management Report.
822 participants in 63 countries. Prosci copyright 2013.
25. Triggers to get started
• Volume and complexity of
change underway
• Past program or project
failure
• Demonstrated success of
projects applying Change
Management
• Risk Management
• Employee Engagement and/
or Culture Survey results
• Others?
28. PMOs are leading change capability building
2014 Best Practices in Change Management Report.
822 participants in 63 countries. Prosci copyright 2013.
0% 2% 4% 6% 8% 10% 12% 14% 16% 18% 20%
Other
Grassroots
Within business units, Operations
Independent change management group
Corporate and Shared Services
Strategy, Transformation, Planning
Executive Leadership
Information Technology (IT)
Organisational Development (OD)
Human Resources (HR)
Project Management Office (PMO)
Percentage of respondents
Originator of the effort
29. Most Change Management groups are located
in the PMO
29
38%
Had a Change Management Office or
functional group globally
45%
Australia & New Zealand
Top Locations
• PMO: 28%
• HR: 24%
• OD: 17%
• IT: 14%
• Strategy/Transformation:13%
Key Roles
1. Own & maintain methodology
2. Own & maintain tools
3. Consulting support to Change
Management resources on
projects
4. Maintain CoP
5. Provide resources for projects
2014 Best Practices in Change Management Report.
3400 participants in 63 countries. Prosci copyright 2013.
30. Only 23% report high levels of success
30
0%
10%
20%
30%
40%
50%
60%
70%
Very unsuccessful Unsuccessful Moderately
successful
Successful Extremely
successful
Success of deployment effort
2014 Best Practices in Change Management Report.
3400 participants in 63 countries. Prosci copyright 2013.
31. Features of organisational capabilities
31
• Take years or decades to
build
• Pay off is long term
• Become an asset – intangible
• Difficult for competitors to
identify, imitate or match
• Can erode or disappear
• Can be difficult to change
• Consistent investment
• Robust if embedded across
multiple processes and
systems
Source: Change Power – Turner and Crawford,1998
32. Key ingredients for success
• Treat ECM as a project
• Secure sponsorship before moving
forward
• Build a strong case for Change
Management
• Multi pronged approach
• Adopt a single, effective, consistent
methodology and upskill people to
use it
• Position Change Management as
everyone’s job
32
2014 Best Practices in Change Management Report.
3400 participants in 63 countries. Prosci copyright 2013.
33. Mistakes to avoid
1. The training trap
2. Moving forward without Executive
Sponsorship
3. Failing to build the business case
for Change Management.
37. Change Management maturity by region
Region
(plus % of study participants from region)
Average Maturity Level
All regions (100%) 2.66
United States (34%) 2.69
Australia and New Zealand (25%) 2.68
Canada (15%) 2.62
Europe (14%) 2.66
Africa (5%) 2.59
Asia and Pacific Islands (3%) 2.88
Latin America (2%) 2.67
Middle East (2%) 2.31
2014 Best Practices in Change Management Report.
3400 participants in 63 countries. Prosci copyright 2013.
38. Level of maturity Australia & NZ
0% 10% 20% 30% 40% 50% 60%
Level 1
Level 2
Level 3
Level 4
Level 5
Maturity Model data for Australia and New Zealand
2014 Best Practices in Change Management Report.
3400 participants in 63 countries. Prosci copyright 2013.
39. What role can you play - project level
• Aligning training with the overall
Change Management strategy
• Equipping managers to be
effective change leaders
• Measuring success of change –
individual “knowledge” and
“ability”.
• Advocating for Change
Management as a key success
factor on Projects & BAU
39
40. What role can you play - enterprise level
40
• Being part of the ECM effort
• Build individual capabilities
via role based Change
Management training
• Executives
• People Leaders
• Professionals and Technical
specialists
• Project Managers and teams
• Employees
• Embedding change
leadership in competency
frameworks and curricula
• Measuring Change
Management maturity