merging learning and change management sahrp conference october 2013
Post on 17-Oct-2014
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Change management and learning presentation for the 2013 SAHRP conferenceTRANSCRIPT
Merging Learning and Change Management
Who I really am
What I do
Differently or Better
People and Organizations
I Help
Do things
Agenda
How I got hereChange modelsWhat’s useful for learningLearning modelChange management mapped to learningHabits- stronger than change and learningMy ProcessWorkshop
Ever Have this happen in a training
session?
Before this can be useful
People need to know why.
Change Management enters my reality
What are your experiences with Change
Management?
William Bridge: Model of Transitions
Table Discussion:What is the useful
bit of these models in a learning
context?
Change Management gets people ready to learn
Table Discussion:What model or
method drives your learning and how
does it map to Change Models?
Before the Learning Event Back on the JobThe Learning
Event
Awareness Desire
Knowledge AbilityADKAR Reinforcement
Lewin Unfreezing Changing Refreezing
Kotter Steps 1-4 Steps 5-6 Steps 7-8
Habit gets in the way of learning and change
How complex is the behaviour you want?
Change management enhances motivationLearning enhances abilityWhat triggers are present?
The change and learning efforts can fail If the environment and triggers don’t accommodatethe desired outcomes.
Can you consult for both learning and change management at the
same time
Experience
Appl
icati
on Reflection
Generalization
My Process
Needs assessment is the investigation to get at what the outcome really should be
Questions
What business needs will be met
What will people do differently or better
Who will see and confirm changes
How will results be measured
Source: Cathy Moore
Training may not be the solution
Org SystemsCompensationProcessSupport toolsTechnologyPhysical environmentCultureInherent abilityCompetency/Knowledge
Evaluation
During the discover phase create an evaluation plan
Identify what would you measure and how would you measure it
What already exists?
How to design
Delivery Options
Sources of Ideas
Storyboard
Storyboard grows into…
DESIGN CHOICESType Learner
timeDevelopment Time
Development cost
Sustainability Learner access
Sustainability Maintenance
Solution Efficacy
Option 1
Option 2
Change and Learning Map Targeted
EmployeesBehavior Required
How the Behaviour is
demonstrated
Results gained from
the performance
Link To Business strategy
How big of a change?What are the habits?
How will managers and sponsors be able to support the change
WIIFMWIIF the business
Why change
What do people need to know?What do they need to do?
How will managers be able to support the learning?
What will I be able to accomplish, what will my team accomplish?
Why Learn
Before the Learning Event Back on the JobThe Learning
Event
Awareness Desire
Knowledge AbilityADKAR Reinforcement
Lewin Unfreezing Changing Refreezing
Kotter Steps 1-4 Steps 5-6 Steps 7-8
What do they need before during and after the learning event?
Where is your change/learning need?
Problem Solving
Describe in your table group an upcoming learning/training event that could benefit from Change Management.
We’ll look at your solutions, and add to them.
Contact me for any templates or tools you might want.
Resources• ADKAR www.change-management.com/tutorial-adkar-overview.htm• Simon Sinek http://www.startwithwhy.com/• Will Thalheimer http://www.willatworklearning.com/• Habits http://tinyhabits.com/• http://charlesduhigg.com/• 6D’s http://www.the6ds.com/our-company• Cathy Moore http://blog.cathy-moore.com/• Elearning examples http://elearningexamples.com/• https://twitter.com/#!/robbartlett/learning