Ce diaporama a bien été signalé.
Le téléchargement de votre SlideShare est en cours. ×

Getting Clear on Why We're Here - Results Only

Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Chargement dans…3
×

Consultez-les par la suite

1 sur 14 Publicité
Publicité

Plus De Contenu Connexe

Diaporamas pour vous (20)

Publicité

Similaire à Getting Clear on Why We're Here - Results Only (20)

Plus par Tim Creasey (15)

Publicité

Plus récents (20)

Getting Clear on Why We're Here - Results Only

  1. 1. © Prosci Inc. All rights reserved. Getting Clear on Why We’re Here www.prosci.com | +1-970-203-9332 Tim Creasey, Chief Innovation Officer tcreasey@prosci.com @timcreasey www.linkedin.com/in/timcreasey/ Research | Methodology | Training | Advisory Services June 17, 2016 1
  2. 2. © Prosci Inc. All rights reserved. Getting Clear On Why We’re Here Understanding (common, shared) Alignment Anchor (for decisions) Platform (for integration and collaboration) For CM Across disciplines On initiatives As a high-impact professional 2
  3. 3. © Prosci Inc. All rights reserved. POLL: How big was the “real” Easter Bunny? 3
  4. 4. © Prosci Inc. All rights reserved. POLL: How often do you experience a lack of alignment and common understanding? 4
  5. 5. © Prosci Inc. All rights reserved. POLL: Words describing the consequences of not "getting clear" 5
  6. 6. © Prosci Inc. All rights reserved. 6 Consequences of not “getting clear” A hot mess Added cost Ambiguity Ambiguity Anger Anger Anxiety Anxiety Anxiety Caos do-over Chaos Chaos Chaos Chaos Chaos Chaos Chaos Chaos Chaos Chaos. Churn Competing efforts Competing objectives Competing-priority Conflicting results/ metrics Conflicts Confusion Confusion Confusion Confusion Confusion Confusion Confusion Confusion Confusion Confusion Cost implications Costly delay Delay Derailment Desapointment Different expectations for success Direction Disaster Disengaement Disengaged Disengagement Disengagement of employees Dissatisfaction Distraction Distraction Drama! Dread Drift Duplication Dysfunctional Exhausted Failed project Failed strategy failure Failure Failure failure Fear Fear Floating friction Frustration Frustration Frustration Frustration Frustration frustration Frustration Frustration Frustration Frustration Frustration Frustration frustration Hard not smart Ineffecrive Inefficiencies Inefficient Lack of engagement Lack of growth Lack of movement Lack of purpose Lack of trust Leaky Loss of productivity Lost productivity Low trust Madness Misaligmnent Misalignment Misalignment Misalignment Miscommunication Mistakes Mistrust Misunderstanding misunderstanding Near miss Noise Opportunity Pissed off people. Politics Pulling in opposite directions REMF Repeating the same work multiple times. Resistance Resistance to initiative Re-work Scope creep Stagnation Stagnation Static Train wreck Ugh Uncertainty Waste Waste Waste Waste Waste of time waste of time Waster time
  7. 7. © Prosci Inc. All rights reserved. POLL: Write your TO/BY purpose statement for: change management 7
  8. 8. © Prosci Inc. All rights reserved. 8 TO/BY statements for “change management” • To: generate the business outcome • To: Minimize business disruption • Survive changing • To achieve business outsides and alleviate corporate suffering by raising human consciousness • TO move the company forward • To deliver value (to customers, our business) • TO: enable the organization to fully realize the benefits of the change. • TO: enhance organizational effectiveness • Align the organization under a common set of goals • Engage impacted employees in embracing the transition • TO move the organization forward • To create pull through the organization by engaging people at all levels • To positively impact long term sustainable flexibility • To Enable Growth • TO: Facilitate the process of moving from the old to the new behaviors to achieve business outcomes • TO: make sense of the change impact • TO help leaders practively manage change • To: engage the organization in a transformation • To help lead others through times of uncertainty; by helping articulate a better shared future • Encourage healthy attitudes • TO create acceptance, utilization and sustainment • To: achieve business strategy • To strengthen organizations by reducing the time of adoption • By building shared understanding and drive towards the common goal • To drive business results by enabling employees to successfully lead change • To maximize value • To help the organization "get somewhere" by helping people "get it" • TO achieve business outcomes • To create and sustain the ability to thrive in a constantly changing environment • TO align the organization towards a common goal or vision • To... solidify the business in the future • TO: achieve business results BY: creating capacity and driving the capability of our employees to change • To create stickiness by making it relevant • Increase success through attention to. The human requirements. • TO move people through the phases of change BY informing and leading • TO: drive relevant and achievable outcomes • Purpose of CM, is to give direction to enable an improvements and effwcwncies.within a company • TO achieve business results BY ensuring people are successful with change • BY supporting and enabling associates. • TO enable growth BY providing a compelling path • To build shared responsibility and ownership for change and innovation to enhance our impact to our customers • To keep workforce engaged during change ; by clearing the obstacles • TO help people do what they do better; BY letting them focus on their strengths while we deliver ours, managing human change • To move from state A to state By engaging and getting the buy in of those affected by the change • TO achieve desired results BY helping people adopt new behaviors • TO maximize the realization of benefits BY engaging and empowering impacted people to become capable of thriving in the changed environment. • by engaging people • Optimize resources to Create new value • BY: engaging the people and dealing with their issue to enable them to adopt the change. • defining success and understanding how it measured • TO accelerate the benefit realization of results BY leveraging all the resources available to us in a focused way. • TO describe the purpose for the need to change BY using effective processes • To support employees, maintain engagement and improve business outcomes by leading the organization through change • To create value by coordinating all perspectives of change (tech, people, process, leadership etc.) in harmony • by creating a culture of adaptability and organizational responsiveness • TO help influence the people side of change BY enabling impacted employees to understand the benefits of the change and embrace it • By: giving people the tools and information they need to make it happen • BY aligning initiatives to the business strategic direction • To accelerate business results • BY: Helping employees change their behavior in alignment with the org needs • To: emotionally prepare our employees by: truly understanding their fears, pride, etc • To enable organization to work differently and realize benefits by preparing the leaders • By: reinventing a traditional organization to one that is adaptive, engaged, and flexible • TO maximize the realization of benefits BY engaging and empowering people to become capable of thriving in the changed environment, • To ensure our relevance and existence in an ever evolving world • To enable us to continue to fulfill our purpose
  9. 9. © Prosci Inc. All rights reserved. POLL: Write your TO/BY purpose statement for: transformation 9
  10. 10. © Prosci Inc. All rights reserved. 10 TO/BY statements for “transformation” • To: change how we do things • To evolve the organization by bringing a new approach to the way we do business • To improve • To change the operating model by enabling and automating different approaches, methodologies and tools • To: stay relevant to customers by changing the way we do business. • To create shareholder wealth • To move collectively as an organization to a pre defined desired state • Efficiency • To change the way we work to create value for the organization • TO exploit opportunities in the marketplace BY adopting new processes, technologies, and cultures. • To create new value and growth • To move from one state to another by evaluating all aspects of the current state • TO be nimble and relevant; BY adopting to changing business factors • To: Make things much better • TO move from a point A to B • To help the business evolve to surpass customer needs by changing the way we operate • TO: disrupt how we do do business • Let people embrace the change and change the way they do business in organization • To adapt to new ways of thinking and working • To better prepare us for the future by changing today • To drastically or radically change the way we do business in order to stay relevant • TO make fundamental shifts in order to suvive BY questioning everything. • To build the agility needed to stay viable • TO: change a business/operating model • To do something better by doing it differently. • To position the organization for future success by undertaking widescale change • To make new behaviors sticky • TO: purposefully and permanently change a culture BY: engaging and working with people. • By changing the way the firm operates for its customers • Deliver business results by staying ahead of disruptors and forces of change • To: change how the organization is viewed both internally and externally • To move the company into a new direction by changing the way we do things. • To:take an organization to a better future state; by: unlocking its potential • TO: Lead the organization through multiple changes that help them reach their vision • TO transform the way we do business BY enabling people to challenge the status quo and embrace new ways of working • TO become an organization capable of staying relevant in the future; BY becoming an organization designed to prosper in a changing environment • TO enable growth BY instilling governance and discipline • To affect change by making it a mivement • TO radically reshape what we do, how we do it, and who we are BY reimagining what's possible. • To: evolve the organization into its future state by modernizing the way we do business • To close the HUGE gap between what we are and what we need to become • TO complete a necessary redesign of the way we do things BY implementation of best practices • By making change crispy • To [stay in the Market place] • To build the business case for change by assessing, aligning and understanding desired future state • To: Change how we think about what we do • To radically shift an existing environment in response to opportunities or threats by grounding the change in personal breakthroughs. • TO [take the existing and shift to a more desired state] • To simplify and standardize by changing the way we work together. • To enable organizations to thrive in an ever-changing environment by empowering individuals to drive the results • To enable organization to compete in the ever changing marketplace by enabling continuous change capability • TO achieve desired results BY enabling radical changes in what we do and how we do it • Create a step-change in performance • To provide direction and leadership, to move to a forward and progressive company • TO: become what the company needs to be; BY: planning and acting looking out and inside • To revolutionize by questioning everything • To shift the way we do business today By increasingthinking and doing • To drive new results and transform individuals and teams by shifting mindsets, behaviors and acrionsand • Improve the services we provide • To change the strategic direction of a business by engaging in multiple and large scaled changes in many aspects of your corporation • by embracing new thinking and exploring new opportunities and challenging status quo • BY: aligning and connecting multiple changes to org needs • TO take the organization to a future desired and ultimately new state BY taking a holistic approach across change programs • To lead an undiscovered journey by removing fear and obstacles
  11. 11. © Prosci Inc. All rights reserved. POLL: Write your TO/BY purpose statement for: benefit realization 11
  12. 12. © Prosci Inc. All rights reserved. 12 TO/BY statements for “benefit realization” • To achieve measurable results by qualitative and quantitative measures. • Ensure individual support • To measure the success of change • What is benefit realization? • Ensure we gain the true value of any intervention • Increase sustainability of changes • To achieve the unrealistic ambitions that were set forth without a true understanding of reality • To validate the transformation by demonstrating the change has achieved the desired business results and driven the desired behavioral adaptations • To: obtain the benefits of our plan • To: derive maximum value from an initiative; by: increasing adoption • Create new value by disrupting the way things get done • To achieve org business results by being focused on the right stuff • To create work for others by spouting lingo • To meet financial objectives by delivering new solutions and managin costs • TO: measure success • TO: make the plan concrete; BY: implementing, measuring and reinforcing • TO capture value BY implementation of best oractices • by: identifying what we should be doing • Job security • To achieve the goals and objectives of the change by • TO: fully realize the benefits of the change BY: fully measuring the results over the period set forth to justify the project • To have the win-win advantage by eliminating risks • To show tangible results; by measuring against metrics • TO capture the maximum business value available within the scope of a change initiative BY clarifying the intended outcomes and then relentlessly pursuing these • TO extract and realize value by focusing on what matters. • To deliver the business case • TO maximize outcomes of change initiatives BY managing "stuff" • TO ensure investment decisions are effective BY defining and measuring agreed to benefits and value • To drive value-added measurable change by executing on true drivers • TO: Demonstrate the value of the change BY: Determining how to measure the biggest impacts • TO ensure measurable return on investment, both financial and other BY disciplined metrics approach • To drive sustainability of change by imbedding it into the culture • To enable organizations to achieve financial, risk and experience expected results by enabling adoption of new ways to wrk
  13. 13. © Prosci Inc. All rights reserved. POLL: Which Frontiers are in you interested in exploring… 13
  14. 14. © Prosci Inc. All rights reserved. Prosci Solution Delivering organizational results by catalyzing individual transitions http://www.prosci.com | http://blog.prosci.com changemanagement@prosci.com Build individual change competencies Apply change management on initiatives Embed organizational change capability http://www.prosci.com solutions@prosci.com 14 www.linkedin.com/in/timcreasey

×