HOW CULTURE &VALUES IMPACT

MANAGING CHANGE

March 2018

Khaled Al-Mobarak, President

Mawj Training & Consulting

AGENDA

• Change takes time

• Change Is a Process

• Change is not Easy

• Change is a continues

• Culture & Values

• Change & Resistance

• Change and the Millennials

• Change Management

• Employee Engagement

CHANGE TAKES TIME

Work Hard, be patient and you will see results

CHANGE IS A PROCESS

Where You Are Today

Current

State

Transition

State

Future

State

CULTURE &VALUES

• Culture is the collection of business practices, processes, and interactions that make up the work environment.

• Values guide decision-making and a sense of what’s important and what’s right.

• Company’s values are its bedrock, the company’s culture is the shifting landscape on top of it. Culture is the current embodiment of the values as the needs of the business dictate. Landscapes change over time —sometimes temporarily due to a change in seasons, sometimes permanently due to a storm or a landslide, sometimes even due to human events like commercial development or at the hand of a good gardener.

THE NEW VALUES

1. Truthful

2. Reliability

3. Loyalty

4. Commitment

5. Honesty

6. Efficiency

7. Creativity

8. Engage

9. Motivation10.Positivity

CHANGE IS NOT EASY…

• 70% of all change initiatives fail.

• A recent study showed that when doctors tell heart patients they will die if they don't change their habits, only one in seven will be able to follow through successfully. No Desire to change: even when it's literally a matter of life or death.

CHANGE OR FAIL

CHANGE IN ADVERTISEMENTS

Change in the Air

(Royal Jordanian Airlines)

Drive Change

(Audi)

Change we need

(Obama)

We can Change

(Al-Najrani Company)

CHANGE OR DIE

CHANGE IS A CONTINUES

If you do not ride the wave of change you will find yourself beneath it.

NOT ALL CHANGES ARE THE SAME

…. And so Change Management

RESISTANCE WILL ALWAYS BE THERE

Resistance is the Norm

COMMUNICATIONS IS A KEY

SPONSORSHIP IS A MUST

Project Name Purpose Particulars People

CONNECTING CHANGE MANAGEMENT TO BUSINESS RESULTS

Why we are

changing

What we are

changing

Who will be

changing

What is the

project

© Prosci 2016. All Rights Reserved. Used with permission. www.change-management.com

DATA SUPPORTS THE CONNECTION

16%

46%

77%

96%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Poor(n=244)

Fair(n=653)

Good(n=834)

Excellent(n=165)

Pe

rce

nt

of

resp

on

de

nts

th

at

me

t o

r e

xce

ed

ed

pro

ject

ob

jective

s

Overall effectiveness of change management program* Data from 2007, 2009, 2011 and 2013

Copyright © 2014 Prosci. Best Practices in Change Management – 2014 Edition.

Correlation of change management effectiveness to meeting project objectives

PERFORMANCE VS. TIME

Pe

rfo

rma

nc

e

Time

With change

management

THE HUMAN FACTORS THAT IMPACT PROJECT ROI

• Speed of adoption• How quickly are people up and running on the new

systems/processes/job roles?

• Ultimate utilization• Of the total population, how many are using the new

solutions?

• Proficiency• Are individuals realizing the benefits of the government

services as expected?

© Prosci 2016. All Rights Reserved. Used with permission. www.change-management.com

Establishing a framework for successful projectsProsci® PCT™ Model

© Prosci 2016. PCT is trademark of Prosci. All Rights Reserved. Used with permission. www.change-management.com

Prosci® by the Numbers

Years of

Research

20Longitudinal

Studies

10Research

Participants

6,000+

Fortune 100

Companies

80%Certified

Practitioners

45,000+Community

Members

100,000+

THE FIVE BUILDING BLOCKS FOR SUCCESSFUL CHANGE

Awareness

Desire

Knowledge

Ability

Reinforcement®

ADKAR and ADKAR terms are registered trademarks of Prosci. All Rights Reserved. Used with permission. www.change-management.com

Prosci® ADKAR® Model

Individual Change Management

Preparing for

Change

Managing

Change

Reinforcing

Change

Prosci® Change Management Process

Prosci® Organizational

Change Management

Methodology

© Prosci 2016. www.change-management.com. Used with Permission.

Preparing for Change,

Managing Change,

Reinforcing Change are

trademarks of Prosci.

Communications

Sponsor roadmap

Training

Coaching

Resistance management

Communications

Sponsor roadmap

Training

Coaching

Resistance management

Awareness

Desire

Reinforcement®

Knowledge

Ability

HOW CAN WE ACHIEVE EMPLOYEES ENGAGEMENT THROUGH EFFECTIVE CHANGE MANAGEMENT?

Successful

Employees

Engagement

Program

Employees

Engagement

Program

Individual

Change Management

Outcome (ADKAR®)

Organizational

Change Management

Plans

Awareness

Desire

Reinforcement®

Knowledge

Ability

Communications

Sponsor roadmap

Training

Coaching

Resistance management

HOW CAN WE ACHIEVE EMPLOYEES ENGAGEMENT THROUGH EFFECTIVE CHANGE MANAGEMENT?

Prosci® ADKAR® ModelChange Management

Activities Outcome

WHY CHANGE MANAGEMENT?

© Prosci 2016. All Rights Reserved. Used with permission. www.change-management.com

• Increase probability of Project success

• Manage People Resistance to change

• Build Change Management competency

HOW WILL MILLENNIALS TRANSFORM CHANGE MANAGEMENT

• Millennials or so called "Generation Y" are born between early 1980s to early 2000s

• They floods the workplace and rises into management roles

• Millennials will demand a shift away from ‘command and control’ reporting lines to more cooperative-based leadership models that provide greater autonomy and freedom of choice in how work is. The pyramid management structure will go a way

• Millennials receive and access information on mobile devices more than any other medium

• Millennial’s thirst to be challenged, means they welcome change. Millennials thrive on fresh goals and challenges to keep them motivated: new products, new campaigns, or a new organizational chart

• Increase turnover of young employees

EMPLOYEES ENGAGEMENT

What is Employees Engagement?

Employees engagement is a workplace approach designed to ensure that employees are committed to their organization's goals and values, motivated to contribute to organizational success

Improved performance and productivity is accomplished by full Employees engagement.

EMPLOYEE ENGAGEMENT

• Engagement is about creating an environment where employees are motivated to want to connect with their work and really care about doing a good

• A positive attitude held by the employees towards the organization and its values.

• Employees Engagement is measurable; it can be correlated with performance; and it varies from poor to great.

HOW TO ENGAGE YOUR EMPLOYEES

THROUGH CHANGE MANAGEMENT

Change Management Activities are:

• Communications

• Sponsorship

• Training

• Resistance Management

• Reinforcement

THANK YOUOn behalf of Mawj Training & Consulting

(Authorized provider of Prosci’s change management training in the GCC)

Questions?

For more information:

Mawj Training & Consulting

email: khaled@mawj-it.com

phone: +966-505-822-964

Website: www.mawj-it.com