We all know that End User Adoption is an important area of focus in your SharePoint project. In this session we will take a closer look at the End User Adoption work stream and the associated roles, responsibilities, and tasks for the project plan. We will also review case studies to demonstrate how these differ based on the size of the project and the specific needs of the organization. You’ll walk away from this session with a tactical formula you can follow to create your end user adoption strategy and templates to support the process.
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Create an End User Adoption Strategy
1. Create an End User Adoption
Strategy
ERICA TOELLE, CAIMAN CONSULTING (USA)
HTTP://SLIDESHARE.NET/ERICATOELLE
SHAREPOINT AND PROJECT CONFERENCE ADRIATICS 2013
ZAGREB, NOVEMBER 27-28 2013
3. About Erica
From Seattle, WA USA
Current Project: Office 365 Migration &
Adoption Program
Organizational
Change
Management
Love: Helping people through transitions +
helping organizations meet their goals
http://slideshare.net/ericatoelle
6. Benefits of End User Adoption
A McKinsey study reviewed 40 major projects and
examined the effect of an Organizational Change
Management (OCM) program on a project's Return on
Investment (ROI).
7. Benefits of End User Adoption
The study concluded that the ROI was:
•
35% when there was a poor OCM program or no
program
•
143% when an excellent OCM program was part of the
initiative
8. What is Organizational Change Management
(OCM)?
• A systematic process that mitigates risks and leverages
change as a resource for project success
• An actionable, process-driven effort with work streams
of activities and tasks
• Has templates, forms, checklists and quality
measurements that drive the OCM process
Credit: Fred Asher
9. The Change Curve
This is from the user
perspective
The Performance Dip
Organizational Change
Individual Change
Phases of Transition
Endings
Transitions
Valley of
Despair
New Beginnings
Business Performance
Initiative Complete
Uninformed
Optimism/
Uncertainty
Informed Optimism
Denial
Anger
Acceptance
Testing
Pessimism
Despair/
Skepticism
Time
How people feel
Impact to your business
10.
11. Summary
For a project, OCM costs should amount to 5-30% of the
total resource budget.
We will revisit budget in the execution section.
12. OCM Effort
Adoption/Ownership occurs over time & with increasing effort
Level of Change Effort
Adoption/Ownership
Shared
Commitment
Shared
Understanding
Adoption/Ownership: Sponsors, Stakeholders,
and End Users demonstrate their commitment to
the change initiative. They feel responsible and
accountable for the project‟s success.
Shared Commitment: Sponsors, Stakeholders,
and End Users agree with the objectives of the
project and express their support for the
change.
Shared Understanding: Sponsors,
Stakeholders, and End Users understand the
project and how the change it will impact them.
Awareness: Sponsors, Stakeholders, and End
Users are aware of the project objectives,
activities, and timeline.
Awarenes
s
Time
15. What is Storytelling?
Used to communicate vision and gain support.
Employees must see the point of the change and agree with it.
Fallacy
What motivates you does not motivate your employees.
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16. Here is what does motivate people
1.
2.
3.
4.
5.
Impact on society (for instance, building the community and
stewarding resources)
Impact on the customer (for example, providing superior
service)
Impact on the company and its shareholders
Impact on the working team (for example, creating a caring
environment)
Impact on “me” personally (my development, paycheck, and
bonus)
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17. Realities
You‟re better off letting them write their own story.
When we choose for ourselves, we are far more committed to the
outcome (almost by a factor of five to one).
It takes a story with both positives and negatives to create real
energy.
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18.
19. What is Role Modelling?
Employees must see the CEO and colleagues they admire
behaving in the new way.
Fallacy
“Influence leaders” aren‟t the only solution for making change
happen.
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20.
21. What is Change Reinforcement?
Systems, processes, and incentives must be in
line with the new behavior.
Realities
The process and the outcome have got to be fair.
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22. Reality
Money is the most expensive way to motivate
people.
Satisfaction = Perception - Expectation
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23.
24.
25. OCM Work Streams
Stakeholder
Understanding
Gain understanding and agreement from leadership and those affected that
the change is in their best interest. Have them follow through on calls to
action.
Support with
the Right
Roles
Define how job descriptions change once the project is implemented. This
includes how the solution will be maintained and what training is needed for
whom.
Communication
Use existing communication channels to get the right message to the right
people at the right time.
Training
Plan training on specific solutions and processes. Use a variety of methods
and timing.
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26. OCM Work Stream Artifacts
Define
Design
Build
Launch
Operate
Organizational
Culture
Assessment
Leadership &
Stakeholder
Assessment
Create
Training
Manage
Resistance
to Change
Operations
Plan
Stakeholder
Understanding
Change
Magnitude
Assessment
Training Plan
Support with the
Right Roles
Change
Inventory
and Role
Mapping
Communication
Plan
Ongoing
Training
Execute Communication
Plan
Stakeholder Meetings
Communication
Training
Execute Training
Change
Champion
Strategy
Change Champion Execution
Technical Project Activities
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27. Define: Size of Change Assessment
• Use for:
• Understanding how large the change is and why
• Informing the OCM budget
• What it is:
• A way for the OCM resources and project team to understand
risks due to scope
• A starting point for cataloging and mitigation of risks
• Informs the OCM strategy: training communications, etc.
• Complete once per project
28. Define: Size of Change Assessment
Small
1
Medium
2
Large
3
1
The number of stakeholder group affected
1-5
5-15
15+
2
Impact to stakeholders on core competencies
Low
Medium
High
3
Number of individuals affected by the change
1-25
25-150
150+
4
Centralized or decentralized locations
1
2-4
4+
5
Number of International Users
1
Country
2
Countries
3+
Countries
6
Required simultaneous changes to strategy, process,
technology and skills
1
2-3
All 4
7
Degree of cross functional collaboration and involvement
1-2 BUs
2-4 BUs
5+ BUs
8
The degree to which departments are siloed
Not siloed
Some silos
Many silos
9
Users have been involved in system design
All
Some
None
29. Define: Size of Change Assessment
Small
1
10
Timeframe for implementation
11
What is the business significance of the
change?
12
Involvement / presentence of multiple
consultants, vendors and / or third parties
13
Degree of executive / leadership consensus
regarding future vision
Medium
2
Large
3
Extended
Aggressive
Compact
Non critical
impact
Important LOB
impact
Bottom line /
mission critical
Just You
1 other
2+ others
Much
Some
Little or None
30. Magnitude of Change: Scoring
Add up your total:
13 – 22 Points: Small Change
22 – 30 Points: Medium Change
30 – 39 Points: Large Change
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31. Define: Organizational Culture Assessment
• Use for:
• Understanding the organization‟s culture
• Identify risks to the project imposed by organizational change
• Informing the OCM budget
• What it is:
• A way for the OCM resources and project team to understand risks due to
culture
• An analysis that can be used in stakeholder conversations
• Helps to plan for risk mitigation and OCM activities
• Use only once across many projects
32. Define: Organizational Culture Assessment
Low Risk
1
Medium
Risk
2
High Risk
3
1
The number of existing change initiatives for end
users
None
1-2
3+
2
Degree of cultural transformation required
Low
Medium
Extensive
3
Organization‟s history of change
Positive
Neutral
Negative
4
Quality and timely decision making within the
organization
Extensive
Medium
Low
5
Employees feel their voice is heard in their
organization
Definitely
Sometimes
Definitely
Not
6
Degree of commitment from key stakeholder
groups
Much
Some
Little
7
There is a technology deterministic / isolation
view in the organization
Little
Some
Much
33. Define: Organizational Culture Assessment
Low Risk
1
Medium
Risk
2
High Risk
3
8
Understand of need for and implications of change by
end users
Extensive
Some
Little
9
Effective methods of communication (formal and
informal) are utilized in the organization
Definitely
Sometimes
Definitely Not
10
Managers of the groups that will be affected are
committed to the change
Much
Some
Little
11
Measurable goals for the change have been developed
Major
Some
Minor
12
A compelling need for change has been communicated
by upper and middle management to end users
Extensive
Some
None
13
Employees in the organization perceive that leader “walk
the talk
Much
Agreement
Some
Agreement
No
Agreement
14
The change is viewed as an ongoing process, and not
an event within a specific time period
Yes
Some
Groups
Not at all
15
The organization has an fatalistic culture, based on fear
No
Somewhat
Yes
34. Organizational Culture: Scoring
Add up your total:
15 – 24 Points: Low Risk
25 – 34 Points: Medium Risk
35 – 45 Points: High Risk
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35. Approximate OCM Budget Need
Small
Chang
e
Medium
Change
Large
Change
Low Risk
5%
10%
20%
Medium
Risk
10%
20%
25%
High
Risk
20%
25%
30%
36. Define: Change Inventory
• Use for:
• Understanding how many changes we are asking the organization to
make
• Understanding what changes impact each role and / or stakeholder group
• Informs the communication plan: This is what you will tell people
• What it is:
• A list of the desired changes, categorized by role
• Later (in the define phase) these will be prioritized by positive business
impact and risk
37. Define: Change Inventory
Group
Change
Name
Description
Impacted
Groups
Impacted
Roles
Business Risk
Benefit
Workflow
Finance
workflow reengineering
Re-engineer the
workflow to
execute on
SharePoint
Finance
Group
Procuremen Large
t personnel
Medium
3
All
Web
publishing
Distribute news
through portal
instead of email
All
All
Large
Low
1
All
Project
Management
Solution
Manage projects
using a
SharePoint
solution
Project
Managers
Project
Managers
Medium
Medium
2
A “change” is anything that impacts people, process or
technology.
Priority
38. Design: Stakeholder List
• Use for:
• Understanding who is impacted by the change
• Understanding the current and future levels of commitment
• What it is:
• A way for the OCM resources and project team to accomplish the to-be
state in a structured manner
• The basis of the communications plan
39. Design: Stakeholder List
Individuals or
Groups
Impact
Current
Commitment
Level
Future
Commitment Level
Project
Risk
Senior Executive High
Buy-in
High
Sales Managers
Medium
Unaware
Aware
Low
Finance
Workflow users
Stakeholder
Group Name
Aware
High
Unaware
Owner
Medium
Legend:
Impact on Project – High, Medium, Low
Current Commitment Level – Unaware, Aware, Buy-In, Owner
Future Commitment Level – Unaware, Aware, Buy-In, Owner
Project Risk – High, Medium, Low
40. Design & Build: Stakeholder Meetings
• Use for:
• Creating awareness, buy-in and / or ownership among project
stakeholders (depending on desired outcome)
• Clearly communicating project information and asks
• Provides an opportunity for two way communication
• What it is:
• A meeting or series of in person meetings
41. Design and Build:
Stakeholder Meeting Objectives
• Agenda:
1. Review project objectives
• Gain agreement with stakeholder
2. Approach and timeline
3. Impact to their group / employees
4. Asks / Feedback
• Make sure they understand their importance to making the change
happen
• Need to understand their three biggest roles in the project
42. Stakeholder Meeting Outcomes
Shared
Awarenes
Understandi
s
ng
Knowledge of project and objectives
Buy- Ownershi
In
p
X
Stakeholder Agrees with project objectives
X
An understanding of how the change will impact their
group
X
Awareness of groups policies to which you must
adhere
X
Knowledge of existing processes that will be impacted
X
Identification of other stakeholders you may have
missed
X
Knowledge of competing initiatives and “busy times”
X
Knowledge of preferred communication channels
X
Identification of change champions
Awareness of existing materials that can be leveraged
by the project
X
X
43. Design: Communications Plan
• Use for:
• Creating shared understanding with the team about who we are telling
what, when, how, and why
• Informing stakeholder how you will communicate with them going forward
& what they can expect
• Execution of the communications plan should create shared understanding
& commitment with stakeholders
• What it is:
• The master plan of who you are telling what
• Consists of a communication plan and channel plan
44. Design: Communications Plan
Sub
Audienc Audienc
e
e
Channel
Status call
and email
recap
Frequency
Weekly
Manager
CFO Update
End
Users
Monthly
Leadership
Monthly Calls
Finance
Monthly
Web Portal
Weekly
Updates
Purpose
Discuss key
accomplishments,
upcoming milestones,
issues / risks, and action
items.
Provide credibility to the
project and create
awareness and shared
understanding through
updates.
Continually evangelize
work and highlight project
“wins”.
Update on project efforts
with links to supporting
detail.
Content
Developer Sender
John Doe Jane Doe
John Doe Jane Doe
John Doe Jane Doe
John Doe Jane Doe
45. Design: Communications Checklist
Use preferred senders to deliver the communication
Use multiple voices and channels to communicate
Honesty is the only policy
Communicate clearly and predictably
Answer “why is this change happening” and “what is the risk of not changing”
Answer “What‟s in it for me”
Don‟t have communications come from the project team or project leaders
Use face to face communication
Repeat key messages 5-7 times
Create opportunities for two way communication
Evaluate the effectiveness of your communications
46. Design: Change Champion Strategy
• Use for:
• Having a “go-to” person in each stakeholder group
• Owner level commitment to the change
• First place to ask questions
• Helps to identify and manage resistance to change
• What it is:
• A person who is selected as a change champion
• Also known as a super user, power user, etc.
47. Design: Change Champion Strategy
Characteristics:
• Be well networked within the organization and respected by peers
• Want to make a difference in a organization they are fully committed to
• Have the courage to speak up for what they believe in
• Be seen as „go to‟ people and opinion makers
• Have a broad understanding of the organization and how it works
• Be able to translate the overall change vision into local 'what‟s in it for me' scenarios
• Feel passionate about the change while being empathetic to the mindset and behavior shift
their colleagues will need to go through
• 'Tuned in' to the mood of the area they are in and able to pick up on resistance to the change,
lack of understanding of the change journey and communication gaps between the business
and the program
48.
49. Plan for Resistance to Change
Expect and Plan for Resistance: Make a plan as a baseline but
expect to put out fires
Identify possible areas of resistance: Stakeholder assessment
Identify what resistance might look like: stakeholder meetings
When resistance occurs understand why / root cause at the
individual and group level
Monitor executives, managers and end users
Prepare people that have credibility and respect with those at a
high risk for resistance to help mitigate
50. Identify Cause of Resistance to Change
• Underlying fear
• Big assumption
• Identify through a personal conversation
51.
52. Further Learning
Richard Harbridge: User Adoption Activities
Listing
Erica Toelle‟s Website
Susan Hanley‟s Website
Prosci: Change Management Research and
Training
Thank you to my OCM mentor Amalia Goodwin;
the Hitachi Consulting Change Management
Practice, and PeopleFirm
53. References
1. McKinsey ROI Study Summary
2. Why Intranet Governance is Overrated – It‟s
Really About Change Management
3. OCM Overview – Fred Asher
The range depends on the magnitude of the change (see later section).
What are we really trying to do in an OCM effort?
These four conditions are what you will want to drive toward in our tasks and templates section later: the content that goes into these materials.You will probably find as we go through these exercises that everything makes intuitive sense. This is correct, but what will really make this succeed is applying it to the particulars of your project. However, rational managers who attempt to put the four conditions in place by applying “common sense” typically misdirect time and energy, create messages that miss the mark, and experience frustrating unintended consequences from their efforts to influence change. Why? Because when they implement the prescription, they disregard certain, sometimes irrational—but predictable—elements of human nature.
Common examples: The good to great story (if we just did this we could be the best) or the turnaround story (We are poor at doing this but could turn it around). While both of these stories are rational, they are not motivating.
Change leaders need to be able to tell a change story that covers all five things that motivate employees. In doing so, they can unleash tremendous amounts of energy that would otherwise remain latent in the organization.
Much of the energy invested in communicating it would be better spent listening, not telling.In a famous behavioral experiment, half the participants are randomly assigned a lottery ticket number while the others are asked to write down any number they would like on a blank ticket. Just before drawing the winning number, the researchers offer to buy back the tickets from their holders. The result: no matter what geography or demographic environment the experiment has taken place in, researchers have always found that they have to pay at least five times more to those who came up with their own number.The “deficit based” approach—which identifies the problem, analyzes what’s wrong and how to fix it, plans, and then takes action—has become the model predominantly taught in business schools and is presumably the default change model in most organizations. Research has shown, however, that a story focused on what’s wrong invokes blame and creates fatigue and resistance, doing little to engage people’s passion and experience.Conventional approaches to change management underestimate this impact. The rational thinker sees it as a waste of time to let others discover for themselves what he or she already knows—why not just tell them and be done with it? Unfortunately this approach steals from others the energy needed to drive change that comes through a sense of ownership of the answer.
Employees must see the CEO and colleagues they admire behaving in the new way. Conventional change management suggests leaders should take actions that role model the desired change and mobilize a group of influence leaders to drive change deep into the organization.Leaders believe mistakenly that they already “are the change.” They generally prescribe to Gandhi’s quote: Be the change you want to be in the world. So, they act in accordance to the change and nothing happens. People go on doing what they have always done. Most executives don’t count themselves among the ones who need to change. How many executives when asked privately will say no to the question, “Are you customer focused?” and yes to the question “Are you a bureaucrat?” Of course, none. The fact is that human beings consistently think they are better than they are—a phenomenon referred to in psychology as a self-serving bias. Consider that 94 percent of men rank themselves in the top half according to male athletic ability. Whereas conventional change-management approaches surmise that top team role modeling is a matter of will or skill, the truth is that the real bottleneck to role modeling is knowing what to change at a personal level. Insight into what to change can be created by concrete 360-degree feedback techniques, either via surveys, conversations, or both.
Employees must see the CEO and colleagues they admire behaving in the new way. Conventional change management suggests leaders should take actions that role model the desired change and mobilize a group of influence leaders to drive change deep into the organization.Leaders believe mistakenly that they already “are the change.” They generally prescribe to Gandhi’s quote: Be the change you want to be in the world. So, they act in accordance to the change and nothing happens. People go on doing what they have always done. Most executives don’t count themselves among the ones who need to change. How many executives when asked privately will say no to the question, “Are you customer focused?” and yes to the question “Are you a bureaucrat?” Of course, none. The fact is that human beings consistently think they are better than they are—a phenomenon referred to in psychology as a self-serving bias. Consider that 94 percent of men rank themselves in the top half according to male athletic ability. Whereas conventional change-management approaches surmise that top team role modeling is a matter of will or skill, the truth is that the real bottleneck to role modeling is knowing what to change at a personal level. Insight into what to change can be created by concrete 360-degree feedback techniques, either via surveys, conversations, or both.Almost all change-management literature places importance on identifying and mobilizing those in the organization who either by role or personality (or both) have disproportionate influence over how others think and behave. While this is of course an important aspect of a program it must be perceived as a helpful element of a broader set of interventions rather than the only tactic.Studies suggest that success depends less on how persuasive a few selected leaders are and more on how receptive the “society” is to the idea. In practice it is often unexpected members of the rank and file who feel compelled to step up and make a difference in driving change. That’s why we warn against overinvesting in influence leaders and advocate that change leaders’ attention should be balanced across the right application of all four conditions for change, to ensure they reinforce each other in ways that maximize the probability of the change spark taking off like wildfire across the organization.
Systems, processes, and incentives must be in line with the new behavior. Conventional change management emphasizes the importance of reinforcing and embedding desired changes in structures, processes, systems, target setting, and incentives. This is true; however, to be effective these mechanisms must take into account that people don’t always behave rationally.Employees will go against their own self-interest if the situation violates other notions they have about fairness and justice. In making any changes to company structures, processes, systems, and incentives, change managers should pay what might strike them as an unreasonable amount of attention to employees’ sense of the fairness of the change process and its intended outcome. Particular care should be taken where changes affect how employees interact with one another (such as head count reductions and talent-management processes) and with customers (sales stimulation programs, call center redesigns, and pricing).Example: Bank story
Companies that try to link the objectives of change programs to the compensation of staff find that it rarely enhances their motivation for change to the extent desired. The reason for this is as practical as it is psychological in nature. The reality is that in the vast majority of companies, it is exceedingly difficult to incorporate a meaningful link to the change program within compensation systems that are based on a vast array of metrics.Many studies have found that for human beings satisfaction = perception - expectation (an equation often accompanied by the commentary, “reality has nothing to do with it”). Small, unexpected rewards can have disproportionate effects on employees’ satisfaction with a change program.