Are you considering the best path to take for your professional development in 2017? Learn more about how you can benefit from our 1 one day targeted Prosci workshops from our upcoming 30 minutes Information Webinars: 12.30 - 1.00pm Prosci Delivering Project Results: Change Management Workshop for Project Managers Understand the business case for Change Management, learn how to connect the people side of change with benefit realisation, and gain an overview of the Prosci ADKAR model and 3 phase Change Management methodology. Register 1.00 - 1.30pm - Prosci Enterprise Change Management (ECM) Boot Camp Look past a project-by-project perspective, and learn and apply a practical approach for building organisational Change Management capability.

1. Prosci Delivering Project Results:
Workshop for Project Managers
and Teams

2. Introducing Being Human
• Founded in 1993
• Our mission: develop change-
capable people and
organisations so they achieve
the benefits of change.
• 11th anniversary as Prosci’s
Primary Affiliate in Australia and
New Zealand.
2

3. Agenda
1. About you: your needs in
building change capability on
projects/programs and across
the organisation
2. Role based training overview
3. Prosci Delivering Project
Results Workshop:
• Target audience
• Learning Outcomes
• Action learning approach
• Take ways
• Our Facilitators
• In house and public options – which is
right for you ?
4. Q&A
3
“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

4. Greatest contributors to success
1. Active and visible executive
sponsorship
2. Structured Change
Management approach
3. Dedicated Change
Management resources
4. Interaction and engagement
with Project Management
5. Employee engagement and
participation
6. Frequent and open
communication
7. Engagement with middle
managers
4
✔
✔
2014 rank
2016 Best Practices in Change Management Report.
1,120 participants in 56 countries. Prosci Inc copyright 2016.
ê
é
✔
✔
✔

5. Interaction and engagement with Project
Management
5
Percentage of participants who integrated
Project Management and Change Management
71%
22%
7%
77%
20%
3%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Yes No Don't know
2013
2015
Did integration make an
impact on achieving project
objectives?
58%
42%
0%
10%
20%
30%
40%
50%
60%
70%
Integrated Did not integrate

6. Best Practices update on who receives training
• Significant increase in
training for Change
Management Resources
(72% up from 51%)
• Decline in training for all
other groups
• 76% of participants said
their organisation didn’t
prepare managers for
change
6
72%
44%
37%
31%
15%
0% 20% 40% 60% 80%
Change Management
Resources
Project team
People Leaders
Executives
Impacted employees
Percent of Respondents
Groups that received CM Training
3%
3%
29%
47%
3%
0% 10% 20% 30% 40% 50%
Strongly agree
Agree
Disagree
Strongly disagree
Unsure
Percentage of Participants
Did your organisation adequately prepare people
leaders during change?
2016 Best Practices in Change Management Report.
1120 participants in 56 countries. Prosci copyright 2016.

7. Building organisational change capability requires twin
approach: training and project application
CM
Build
Individual
Competencies
Integrate into
Changes, Projects
and Programs
Initiate Plan Design Develop Deploy
“Go Live”Kick off
Phase 3:
Reinforcing
Change
Phase 2:
Managing
Change
Phase 1:
Preparing
for Change
A D K A R
Strategy Plans Measures
General
Project
Lifecycle
Individual
Change Journey
Milestones
Organizational
Change Mgmt
Activities
Major events
Prosci®
ADKAR ®
Model
Prosci®
3-Phase
Process
Execs &
Senior Leaders
Front-Line
Associates
Middle Managers
& Supervisors
Initiate Plan Design Develop Deploy Sustain
7© Prosci Inc. All rights reserved www.change-management.com

8. Internalize ABC
of sponsors
Internalize CLARC
role in change
Expect and
Thrive in Change
The effectiveness of Prosci’s research based,
role based training
Design solutions
with adoption
and usage in mindExecs &
Senior Leaders
Front-Line
Associates
Middle Managers
& Supervisors
8

9. Action Learning Program Key Change Enabling Roles
Senior Leadership
Change Practitioners
Project Teams
Managers
Front Line Employees
Prosci Sponsor Briefing
(1/2 day)
Prosci Certification Program
Experienced Practitioner Program,
ECM Boot Camp
Prosci Delivering Project Results
Workshop (1 day)
Prosci Managers Program
(1 day)
Prosci Employee Program
(1 day)
Role-BasedTraining
CoachingSupportHow Prosci’s role based training works
9

10. Prosci Delivering Project Results: Change Management
Workshop for Project Managers
• 1 day
• Get Project Managers and
teams, IT specialists, BAs,
SMEs on board with CM
• Bring a current change
• See connection between
adoption and usage and
achieving results
• Includes $300 worth of
Prosci cloud tools
• In house and public
programs
10
2017 Public Programs
Sydney: 4 April
Melbourne: 24 May
Sydney: 6 June
Melbourne: 11 July
Sydney: 1 August
Sydney: 10 October
In House programs also
available
min 12 participants

11. Prosci Delivering Project Results: Change
Management Workshop for Project Managers
• Launched in 2015 in Australia
• Piloted for Prosci globally
• Trained 225 people in wide range
of sectors
• Specifically designed for Project
Managers and teams – uses PM
concepts and terminology
• New content - NOT “cut down”
version of Certification Program
• Action learning to suit their
learning style
11
Excellent, filled in
knowledge gap in the
change management
space.
Kevin, Project Manager,
Government Services
Very relevant to day-to-day work
processes. Feel I can definitely
incorporate elements into planning to
make projects more successful!
Peter Moloney, Project Manager,
University of Technology Sydney

12. Target Audience
• Project Managers
• Program Managers
• SMEs
• HR/L&D/OD – who are
SMEs on projects
• Business Analysts
• Change Champions
• Change Analysts
• Corporate
Communications - who
are SMEs on projects
12

13. Learning Outcomes
1. Reposition Change
Management to a key
component of change success,
in a partnership with Project
Management
2. Show the connection between
project deliverables,
organisational outcomes and
the required employee adoption
and usage that delivers
expected benefits
3. Overview of Prosci ADKAR
Model and Prosci methodology
4. Leave with a completed Project
Blueprint – a key deliverable for
the Change Management Plan
13
Excellent, filled in my
knowledge gap in the change
management space. Kevin,
Project Manager, Government
Services

14. Action Learning Approach
• Bring a current change
• Work in teams or individually
• Complete the Prosci PCT
Assessment on the change
• Learn and apply using Prosci
Change Management
Blueprint
• Estimate the percentage of
expected benefits tied to “people
change”
• Identify impacted groups and
• Identify their future state
• Complete ADKAR assessment
14

15. • AUD300 worth of Prosci resources
• Workbook
• Prosci Assessments and materials
• ADKAR ® - A Model for Change in
Business, Government and our
Community - By Jeffrey M Hiatt (book)
• Change Management - The People Side
of Change - By Jeffrey M Hiatt and
Timothy J Creasey
• Prosci Change Management Best
Practices Research Expose (Prosci
Portal on-line app)
• Change Management Blueprint (Prosci
Portal on-line app)
• Webinar Replay: Integrating Change
Management and Project Management
(Prosci Portal on-line app)
15
Take aways

16. Where to find today’s slides and recording
16
Being Human Company Linked in
Profile – Follow us!
Being Human Pty Ltd
page - Like us!
Search for Being Human Pty Ltd.
Recorded version. Follow us for
notifications on new posts
www.slideshare.net/BeingHumanAustralia
Slides and recording
Follow us for notifications on new posts

17. Prosci ® Enterprise
Change Management
Boot Camp

18. Where to find today’s slides and recording
18
Being Human Company Linked in
Profile – Follow us!
Being Human Pty Ltd
page - Like us!
Search for Being Human Pty Ltd.
Recorded version. Follow us for
notifications on new posts
www.slideshare.net/BeingHumanAustralia
Slides and recording
Follow us for notifications on new posts

19. Introducing Being Human
• Founded in 1993
• Our mission: develop change-
capable people and
organisations so they achieve
the benefits of change.
• 11th anniversary as Prosci’s
Primary Affiliate in Australia and
New Zealand.
19

20. Agenda
1. About you: your needs in
building change capability on
projects/programs and across
the organisation
2. Role based training overview
3. Prosci Enterprise Change
Management Boot Camp:
• Target audience
• Learning Outcomes
• Action learning approach
• Take ways
• Our Facilitators
• In house and public options – which is
right for you ?
4. Q&A
20
“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
“A great foot print to help guide the design and
implementation of creating a change ready organisation
– Participant, 2013.

21. CEOs said that their ability to
adapt to change will be a key
source of competitive advantage
PWC survey of 1150 CEOs
76%
21

22. Executives said organizational agility
was critical to business success and
growing in importance over time
McKinsey Quarterly (Sull)
9 of 10
22

23. From the PMI®
2012 Pulse of the Profession™
In-Depth Report: Organizational Agility
Greater
Org
Agility
=
Better
Performance
=
Improved
Competitive
Advantage
23

24. Organizational CM Capability
DNA/fabric/norm through individual competencies and
integrated CM approaches
Change Management
Catalyzing individual transitions to
deliver organizational results
24

25. Building Enterprise Change Management Capability
CM
Build
Individual
Competencies
Integrate into
Changes, Projects
and Programs
Initiate Plan Design Develop Deploy
“Go Live”Kick off
Phase 3:
Reinforcing
Change
Phase 2:
Managing
Change
Phase 1:
Preparing
for Change
A D K A R
Strategy Plans Measures
General
Project
Lifecycle
Individual
Change Journey
Milestones
Organizational
Change Mgmt
Activities
Major events
Prosci®
ADKAR ®
Model
Prosci®
3-Phase
Process
Execs &
Senior Leaders
Front-Line
Associates
Middle Managers
& Supervisors
Initiate Plan Design Develop Deploy Sustain
25

26. Level 5
Organizational
Competency
Change management competency is evident at all levels
of the organization and is part of the organization's
intellectual property and competitive edge
Level 4
Organizational
Standards
Organization-wide standards and methods are broadly
deployed for managing and leading change
Level 3
Multiple
Projects
Comprehensive approach for managing change is being
applied on multiple projects within organization
Level 2
Isolated
Projects
Some elements of change management are being applied
in isolated projects
Level 1
Ad hoc or
Absent
Little or no change management applied
Prosci
®
Change Management Maturity Model™
26

27. Five Capability areas
• Leadership – who is leading or sponsoring the
deployment of Change Management?
• Application – What % of projects apply Change
Management processes? What is the ‘reach’ or ‘breadth’
of application across the organisation?
• Competencies – what level of training is available for all
levels? How do all levels demonstrate competency?
• Standardisation – what is the standard approach? Who
‘housekeeps’ Change Management?
• Socialisation – How do we share success stories and
maintain commitment to better managing change?
27©Prosci. Used with permission www.change-management.com

28. How do we
infuse “being
good at change”
into our DNA?
28

29. Change agility takes more than
chatter, want to and magic
29

30. Agility is a journey
Where you
are today
Where you
want to get
30

31. Prosci® Enterprise
Change Management Boot Camp
• 1 day
• Create/refine your blueprint for
embedding change capabilities
into your organisation
• Leverage global best practices
in ECM
• Network with peers in other
organisations
• One of the requirements of the
Advanced Deployment Leader
Track
• Take the next step in your
career as a change professional
• Take away Prosci ECM
resources valued at AUD685
31
2017 Public Programs
• Sydney: 2 May
• Melbourne: 23 May
• Sydney: 18 July
In House Workshops
also available
Contact Us
“A great course that has given me future tools and
techniques that can be implemented straight away. –
Participant, 2013.

32. Target Audience
• Organisational Change Leads
and professionals from any
discipline leading the change
agility journey:
• Agility project leaders
• Head of Strategy/Transformation
• HR GMs
• CIO and IT leaders
• PMO leaders
• Change Management practice
leaders
• Leaders of Change Management
Centers of Excellence or
Communities of Practice
• Directors of Change Management
• Experienced change
professionals who want to take
the next career step
32
“ An excellent program. It gave me tools to get on my
way. I would recommend this program to others if they
were looking at ECM”.

33. Action Learning Approach
• Apply the leading edge
Prosci ECM tools to
creating or refining your
ECM plan
• Blend best practices with a
tailored approach
• Share experiences and
lessons learned with
colleagues on the same
journey
• Learn from Being Human’s
experiences with leading
organisations
33
Current Transition Future
Implementation Plan
Change Management Plan

34. Agenda
AM
• Why ECM?
• The ‘Why ECM’ menu
• Value Proposition for your organisation
• What is ECM?
• Defining ECM
• Telling the story of ‘Project: ECM’
• Keys to ECM Success
• Your ECM Path – structure and intent
• Current State
• Review pre-work – Environmental Analysis
• Change Management Maturity Model
(CMMM) Audit – overview
• 5 Capability Areas
• Assessing your CM Maturity
• Scanning Environmental factors; Help and
hinder factors
PM
• Future State
• What does it look like and why do we need it?
• Transition State – Technical Solution
• ECM Strategy Map
• Aspirational goals
• Examples
• Develop your Transition State plan
• Transition State - People
• Positioning – building Awareness and Desire
for ECM
• The Playbook
• Refine your Transition State plan and play
• Road test Your Plan
• Coaching circles – practice run in small
groups
• Debrief with group - Insights
• Refining your plan
34

35. Take aways
• Create or refine your ECM Plan:
• Value Proposition for ECM
• Current State
• Change Maturity Audit of your
organisation and key insights
• Future State – Vision
• High level Transition Plan –
Implementation and Change
Management streams
• AUD685 worth of Prosci resources
• Workbook
• Prosci on-line ECM Roadmap – a
complete toolkit of assessments and
planning tools
• Prosci Change Management Maturity
Audit - 3 months subscription
35

36. More info
36
Being Human
beinghuman.com.au
Prosci
• prosci.com
• portal.prosci.com