Prosci Delivering Project Results: Workshop for Project Managers and Teams

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

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

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“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

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

✔

✔

✔

Interaction and engagement with Project Management

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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

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

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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.

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

“GoLive”Kickoff

Phase3:Reinforcing Change

Phase2:Manag ing Change

Phase1:Preparing forChange

A D K A R

Strategy Plans Measures

GeneralProjectLifecycle

IndividualChangeJourney

Milestones

OrganizationalChangeMgmt

Activities

Majorevents

Prosci®

ADKAR ®

Model

Prosci®

3-PhaseProcess

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

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 mind Execs & Senior Leaders

Front-Line Associates

Middle Managers & Supervisors

8

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)

Rol

e-B

ased

Tra

inin

g C

oach

ing

Sup

port

How Prosci’s role based training works

9

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

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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

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

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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

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

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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

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Excellent, filled in my knowledge gap in the change management space. Kevin,

Project Manager, Government Services

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

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•  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)

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Take aways

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

Prosci ® Enterprise Change Management Boot Camp

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

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

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.

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

76%

21

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

9 of 10

22

From the PMI® 2012 Pulse of the Profession™ In-Depth Report: Organizational Agility

Greater Org Agility

= Better Performance =

Improved Competitive Advantage

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Organizational CM Capability DNA/fabric/norm through individual competencies and

integrated CM approaches

Change Management Catalyzing individual transitions to

deliver organizational results

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Building Enterprise Change Management Capability

CM Build

Individual Competencies

Integrate into Changes, Projects

and Programs

Initiate Plan Design Develop Deploy

“GoLive”Kickoff

Phase3:Reinforcing Change

Phase2:Manag ing Change

Phase1:Preparing forChange

A D K A R

Strategy Plans Measures

GeneralProjectLifecycle

IndividualChangeJourney

Milestones

OrganizationalChangeMgmt

Activities

Majorevents

Prosci®

ADKAR ®

Model

Prosci®

3-PhaseProcess

Execs & Senior Leaders

Front-Line Associates

Middle Managers & Supervisors

Initiate Plan Design Develop Deploy Sustain

25

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™

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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

How do we infuse “being

good at change” into our DNA?

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Change agility takes more than chatter, want to and magic

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Agility is a journey

Where you are today

Where you want to get

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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

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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.

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

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“ 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”.

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

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Current Transition Future

Implementation Plan

Change Management Plan

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

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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

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More info

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Being Human beinghuman.com.au Prosci •  prosci.com •  portal.prosci.com