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Researching & developing best practice for major collaborative change
The document discusses best practices for implementing major collaborative change, emphasizing the importance of senior management support, clear vision, and strong communication. Research highlights that while collaborative change efforts are increasing, effective implementation requires distinct skills and a strong foundation of trust among leaders. Key findings reveal that success perceptions are subjective and that the current understanding of change management within project management communities is often lacking.
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Researching & developing best practice for major collaborative change
- 1. Researching & DevelopingBest Practice for Major Collaborative Change Jim Dale Delivering More 4 Less 26 November 2013
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- 4. My experience ofdelivering change in a command and control culture
- 5. Visionary top levelcharismatic leadership, drive and commitment
- 6. A sprinkling ofgood Programme / Project Management
- 7. Some recognised models….. Unfreeze Plan Move Implement Refreeze Consolidate
- 8. Some acknowledged tools….. >cost of change Forces For Change This is a bad idea Dissatisfaction with the status quo You screwed it up last time Desirability of proposed change or end state Practicality of the change I don’t trust you I don’t need this You gain but I loose ©
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- 13. The stark realityin the ‘age of alliances’
- 14. My own on-goingresearch: methodology 1:1 Semi Structured Interviews / Focus Groups Literature Review Self completed questionnaire Research with an on-going Strategic Alliance Programme
- 15. Are organisatisations betteror worse at implementing change than 10 years ago? Not able to say A little worse Neutral A little better Much better 0 5 10 15 20 25 30 35
- 16. How Effective isyour Organisation when Delivering Major Change? 50 40 30 20 10 0 Major collaborative Change Major Change
- 17. Were any recognisedmodels / practices used? 60 50 40 30 20 10 Major Collaborative Change 0 Yes Major Change No Don’t know
- 18. Most Popular tools/ models • • • • • • • • Kotter’s 8 steps Prince 2 / MSP Lewin’s 3 steps Force Field Analysis Mckinsey 7 S Lean Systems EQFM Business Process Reengineering • Agile • ITIL • BS 11000 • NEC were added for collaborative change • Benefits Management • DICE • Togaf & Zachman Business Architecture • Egan • Open University’s 6 step model • Covey’s 7 habits • In house methods
- 19. Most important factorswhen implementing change (Rank order) 1. 2. 3. 4. 5. Senior management support / leadership A clear vision of the ‘to be state’ Clear communications Strong programme / project management Credible business change managers
- 20. Most important factorswhen implementing collaborative change (Rank order) 1. 2. 3. 4. 5. Senior management commitment The ability to create a ‘win’ ‘win’ Clear communications Leaders who get on together Cultural fit
- 21. Emerging themes 1… •Success and failure are not absolute. • Perceptions of success correlate with personal positional power. • Too little time is spent developing a clear and compelling vision of the ‘to be’ state. • Knowledge about the discipline of change management appears ‘sketchy’ within the PM community. • There is no common agreement on what works and what does not.
- 22. Emerging themes 2… •Communication is misinterpreted as broadcast. • Participation and involvement work best when leaders define the ‘tramlines for discretion’. • The ‘hypocrisy of change management’ is alive and kicking. • Out dated / inadequate research. • Folklore and current thinking need to be challenged. • The misguided notion of ‘cost neutrality’ or ‘delivery on the cheap’ still exists.
- 23. And about collaboration…. • Instancesof collaboration are increasing significantly. • Single organisational change is materially different to collaborative change. • Collaborative leaders need different skill sets.
- 24. And about collaboration…. • Collaborationis neither a ‘panacea’ nor a ‘universal’ truth. • Striking the right balance: Networking & relationship building V clarity of business objectives and clearly defined exit clauses. • The most important ingredient is trust.
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- 26. If you havenot done so already Please complete the Major Change Survey available on-line at: http://goo.gl/zKSGm6 Jim Dale uk.linkedin.com/pub/jim-dale/11/4b7/924/
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- #3 Give a brief overview of the presentation. Describe the major focus of the presentation and why it is important.Introduce each of the major topics.To provide a road map for the audience, you can repeat this Overview slide throughout the presentation, highlighting the particular topic you will discuss next.