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Change Management: Going from Roadblocks to Results
The document outlines key aspects of change management, emphasizing the importance of communication, leadership vision, and understanding potential roadblocks. It details a comprehensive change management philosophy, which includes defining success, measuring impact, and addressing resistance while ensuring effective stakeholder engagement. The six keys to successful change are highlighted as vision, skills, incentives, resources, communication, and an action plan.
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Change Management: Going from Roadblocks to Results
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- 2. 2WE BECOME YOU™ GlobalRecognition of Excellence
- 3. 3WE BECOME YOU™ WHATIS CHANGE MANAGEMENT? “Few things are more important during a change event than communication from leaders who can paint a clear and confidence-inspiring vision of the future.” – Sarah Clayton
- 4. 4WE BECOME YOU™ CHANGEIN TALENT ACQUISITION
- 5. 5WE BECOME YOU™ COMMONROADBLOCKS TO CHANGE Poor communication Misdiagnosing current state Incomplete understanding of expectations Other business dependencies, competing or conflicting priorities Previous unsuccessful change initiatives
- 6. 6WE BECOME YOU™ CHANGEMANAGEMENT PHILOSOPHY • What do we want to achieve & why? • What will success look like – global and local • How will we measure success? • Who will be impacted by the change • Where will resistance / fear / indifference exist? • Alignment on the wider change agenda • Consistency in messaging & sensitivity f CREATING A SHARED NEED
- 7. 7WE BECOME YOU™ CHANGEMANAGEMENT PHILOSOPHY LAUNCH • What do we want to achieve & why? • What will success look like – global and local • How will we measure success? • Who will be impacted by the change • Where will resistance / fear / indifference exist? • Alignment on the wider change agenda • Consistency in messaging & sensitivity f CREATING A SHARED NEED f • Consultation & buy-in from those impacted by change – global & local • Ensuring timescales and objectives are realistic, achievable and measurable • Effective communication and engagement throughout the transition • Tailored to cultural & regional requirements • Face-to-face relationship building • Sharing success MOBILIZING COMMITMENT
- 8. 8WE BECOME YOU™ CHANGEMANAGEMENT PHILOSOPHY LAUNCH • What do we want to achieve & why? • What will success look like – global and local • How will we measure success? • Who will be impacted by the change • Where will resistance / fear / indifference exist? • Alignment on the wider change agenda • Consistency in messaging & sensitivity f CREATING A SHARED NEED • Early Life Cycle Stabilization • Structured lessons-learned sessions • Reinforcement through ongoing engagement and success stories from each phase • Evaluate user acceptance through focus groups • Expand and evolve via continuous improvement and ongoing service excellence • Ongoing engagement strategy f MONITORING LASTING CHANGE f • Consultation & buy-in from those impacted by change – global & local • Ensuring timescales and objectives are realistic, achievable and measurable • Effective communication and engagement throughout the transition • Tailored to cultural & regional requirements • Face-to-face relationship building • Sharing success MOBILIZING COMMITMENT
- 9. 9WE BECOME YOU™ THE6 KEYS TO SUCCESSFUL CHANGE Vision Skills Incentives Resources Communication Action Plan A clearly defined and articulated mental picture of the goal (desired outcome). The technical, interpersonal and political abilities to achieve the goal. The motivation or enticements that provide people with a reason to pursue the goal. The time, people, and funds necessary to accomplish the goal. A clear process to articulate and distribute information about goal attainment across the organization and beyond. Clear, comprehensive strategies, tactics and timelines to achieve goal.
- 10. 10WE BECOME YOU™ VisionSkills Incentives Resources Communication Action Plan + + + + + = Skills Incentives Resources Communication Action Plan Confusion+ + + + + = Vision Incentives Resources Communication Action Plan Anxiety+ + + + + = Vision Skills Resources Communication Action Plan Resistance+ + + + + = Vision Skills Incentives Communication Action Plan Frustration+ + + + + = Vision Skills Incentives Resources Action Plan Suspicion+ + + + + = Vision Skills Incentives Resources Communication Treadmill+ + + + + = EFFECTIVE CHANGE – WHAT’S MISSING? Change Success
Editor's Notes
- #3 ERIN – QUICK INTRODUCTION OF BRAND Cielo is the world’s leading strategic Recruitment Process Outsourcing (RPO) partner. We leverage our global reach, local talent acquisition expertise and customized solutions to help clients achieve a sustained advantage and outstanding business outcomes through their talent practices. Cielo’s global presence includes more than 2,000 employees, serving 177 clients across 95 countries in 39 languages.
- #4 Change management is the approach to driving adoption and usage so initiatives deliver expected results and outcomes. It could be a change in process, ways of working or even behaviors (sometime attitudes). Sarah Clayton -- Executive Vice President, Employee Engagement & Change Management Practice, Weber Shandwick (global PR firm)
- #5 Change management is the approach to driving adoption and usage so initiatives deliver expected results and outcomes. It could be a change in process, ways of working or even behaviors (sometime attitudes).
- #6 Change management is the approach to driving adoption and usage so initiatives deliver expected results and outcomes. It could be a change in process, ways of working or even behaviors (sometime attitudes).
- #7 Erin Creating Shared Need: What do we want to achieve and why ? What will success look like – global and local How will we measure success ? Who will be impacted by the change Where will resistance/fear/indifference exist ? Alignment the wider change agenda Consistency in messaging and sensitivity Mobilizing Commitment Consultation and buy-in from those impacted by change – global and local Ensuring timescales and objectives are realistic, achievable and measurable Effective communication and engagement throughout the transition Tailored to the culture and regional requirements Face to face relationship building where possible Sharing success - endorsement from within the business to strengthen the message Monitoring Lasting Change Early Life Cycle Stabilisation Structured lessons learnt sessions Reinforcement through on-going engagement and success stories from each phase Evaluate user acceptance through focus groups Expand and evolve via continuous improvement and on-going service excellence On-going engagement strategy post go-live and stabilisation
- #8 Erin Creating Shared Need: What do we want to achieve and why ? What will success look like – global and local How will we measure success ? Who will be impacted by the change Where will resistance/fear/indifference exist ? Alignment the wider change agenda Consistency in messaging and sensitivity Mobilizing Commitment Consultation and buy-in from those impacted by change – global and local Ensuring timescales and objectives are realistic, achievable and measurable Effective communication and engagement throughout the transition Tailored to the culture and regional requirements Face to face relationship building where possible Sharing success - endorsement from within the business to strengthen the message Monitoring Lasting Change Early Life Cycle Stabilisation Structured lessons learnt sessions Reinforcement through on-going engagement and success stories from each phase Evaluate user acceptance through focus groups Expand and evolve via continuous improvement and on-going service excellence On-going engagement strategy post go-live and stabilisation
- #9 Erin Creating Shared Need: What do we want to achieve and why ? What will success look like – global and local How will we measure success ? Who will be impacted by the change Where will resistance/fear/indifference exist ? Alignment the wider change agenda Consistency in messaging and sensitivity Mobilizing Commitment Consultation and buy-in from those impacted by change – global and local Ensuring timescales and objectives are realistic, achievable and measurable Effective communication and engagement throughout the transition Tailored to the culture and regional requirements Face to face relationship building where possible Sharing success - endorsement from within the business to strengthen the message Monitoring Lasting Change Early Life Cycle Stabilisation Structured lessons learnt sessions Reinforcement through on-going engagement and success stories from each phase Evaluate user acceptance through focus groups Expand and evolve via continuous improvement and on-going service excellence On-going engagement strategy post go-live and stabilisation
- #10 – why things can go wrong
- #11 –what happens emotionally